This post is Part 5 in a Salesjournal Series on “Making Your Business Attractive to Top Talent.” Part 1 asked “Is Your Business Attractive to Top Talent?”, Part 2 described how to “Market Your Company and Positions to Attract Top Talent”, Part 3 outlined ways to “Cultivate Your Network to Attract Top Talent“, and Part 4 detailed “3 Steps to Attract Top Talent Through Culture”.
The word ‘benefits’ often conjures up the image of 401K plans and insurance coverage. While these benefits are certainly important, often these items are minimum requirements for prospective employees and are not the real decision factors when choosing a new employer. Talented professionals are often attracted to companies that match their personal goals and interests.
As a starting point, what do your current employees find attractive about your company? Is it your company’s values, mission, or work environment? How is your company different from other firms in this respect? If possible, clearly identify unique reasons why people would want to work for you versus another company across town. Write it down. Share it in your job descriptions, in your candidate screening, and in your interviews – make it concrete and real to your applicants.
As President of Naviga, a North American Sales Recruitment agency, I am exposed to many unique companies that want to upgrade the talent in their organizations. When asking the question “Why should someone come to work for your company?”, the response is often about salary or the benefits package. Most candidates make decisions on lots of other factors. A few of the factors that we see affecting employer choice for top performers includes having a shared mission, providing opportunities for growth, and encouraging work-life balance.