The speed at which the Finance world is specialising further has created a shortage of people with those specialised skills. Acquiring these people for your business can be tough. Here’s where you may be going wrong.
1: Your Identity
For someone to be attracted to working at a business (especially over one that they’re already at), they have to feel that said business has a strong sense of identity. This comes down to branding, of course, but also: What is your mission? What are your core values? If you have these, are they integral to the company, or just a few bits of copy you have on your website? Believe it or not, people can smell empty platitudes from a mile away.
2: Your Reputation
When was the last time you checked what people were saying about you online? Are they saying anything at all? One of the key motivators behind someone choosing to work for a business, alongside renumeration and benefits, is the profile of the company. If you could have the exact same job, either at Yahoo or Google, which would you pick?
3: Your Ideal Candidate
Often businesses will look towards their top performer and attempt to duplicate them with their next hire. While this can work, it has to be a consideration of whether you want to replicate that person’s skillset, or if it would be more beneficial to complement it; that is, look for someone with skills that make up for what that top performer might lack to strengthen the team as a whole.
4: Your Benefits
Everyone knows that remuneration – both salary and any commissions or bonuses – are integral in a potential hire’s decision-making process. You need to research the role and see what your ideal candidate is worth – if they’re a key player, they’re sure to know. If you try to low-ball them with a salary below what they know they can earn, you will not succeed in bringing them over to your team.
You also need to consider the other benefits that you will offer to your candidate. Will they receive flexible working hours or a 4-day work week? How about holiday and other types of leave (sick, parental, bereavement, mental health etc.)? Have you considered healthcare, childcare, and other services that may improve your employees’ quality of life?
We’re past the days where all people expect from a job is money. They’re starting to consider their work/life balance, and appreciate employers who do the same.
5: Your Environment
Similar to the previous point, workplace environments have evolved past bullpens of suffocating cubicles filled from the hours of 9-5.
In which ways have you brought your working environment into the 20’s? Do you have an open floor plan? Does your management staff still lock themselves away in a secluded office? Do you offer remote-working options?
When your candidate comes in to interview, it’s best if they walk into a building that looks fun to work in.
6: Your Interviews
Speaking of interviews, how do you conduct yours? Many businesses now arrange an informal greeting with members of the team to see if the candidate would fit with their culture.
You also need to ensure that the process is streamlined and involved, giving the candidate valuable feedback and clear guidelines for when they will hear about next stages.
Do you have a solid onboarding and training programme? If so, tell the candidate about this in the interview so they know what to expect. If not, get one.
Take it With You
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