Benefits and Compensation

How Attractive Are You to Potential Employees?

For instance, while you may be the greatest employer, if you do not have a company website, chances are that you will appear “antiquated” and some candidates may not consider you as their top choice.  Therefore, the following are areas that you may want to explore in preparation for recruiting candidates.

General Company Website

  • Is it modern and up to date?
  • Does it make the company attractive?
  • Does it appear that the company is at the cutting edge of its industry?
  • Do you post company news and employee activities?
  • Would a candidate say, “That looks like an awesome place to work”?

Recruiting Website

  • Does it give an attractive picture of what it is like to work at your company?
  • Do you offer video tours or employee testimonials?
  • Is it easy to navigate the site?
  • Is it easy to search job openings and apply for a position?  Do you allow employees to apply without having to establish a profile?
  • Do you invite employees to leave their résumés, even if there are no positions available?

In addition to the above, in this high-tech era, your company wants to establish a meaningful company presence within your relevant networks.  To that end, online social networking sites are rapidly becoming a valuable resource for employers.  The following are the most common platforms for establishing a presence:

  • LinkedIn®
  • Facebook
  • Twitter
  • YouTube

A company should highlight the organization’s strengths in the job advertisement.  Let the candidate know what makes you special.  Knowledge of an organization’s mission is sometimes sufficient to convince an employee that it is a right fit for him or her.

Another technique is to present the job opportunity as a challenge.  You want experienced, talented people for your job openings.  Use descriptive and active terminology.  Challenging prospective employees in the job posting appeals to the type of candidates you want and gets you the desired result.

Check Your Total Rewards Package

Do an evaluation of your total rewards package versus those of your competitors. If you were the candidate, would you be attracted? Be honest.

If not, what can you do that would make your organization more attractive?

Remember, it doesn’t have to be money.

What is your job worth? Join us on October 1 and learn how to accurately determine a job’s worth based on the job description, pricing in the market, a comprehensive job analysis, and other tools that help ensure that you’re not paying too much—or too little—Click here for more information.

Use an Online Recruiting App

Most candidates today prefer to apply for jobs online as it is free, easy, faster, paperless, and direct.  In fact, once a candidate is set up, he or she can even instantly apply through some of the available sites with his or her smartphone. If you are unfamiliar with how to use these methods, it is well worth the investment to hire a professional for a brief session.

Unfortunately, all your recruiting efforts go up in smoke if your compensation program isn’t competitive. How to figure it out? Fortunately there’s timely help in the form of BLR’s new webinar— Job Worth: How to Analyze Job Duties & Skills to Competitively Price Compensation. In just 90 minutes, on October 1, you’ll learn everything you need to know.

Register today for this interactive webinar.

LIVE WEBINAR coming Wednesday October 1st. Job Worth: How to Analyze Job Duties & Skills to Competitively Price Compensation. In just 90 minutes, you’ll learn how to accurately determine a job’s worth based on close examination of the job description, pricing in the market, a comprehensive job analysis, and other tools. Join here!

By participating in this interactive webinar, you’ll learn:

  • The business case for incorporating job descriptions and job analysis into your compensation plan design and why your compensation philosophy is an important aspect of any market pricing exercise.
  • Approaches to job evaluation and factors for determining which ones are appropriate for your organization when assessing job worth
  • Best practices for conducting a thorough job analysis to set job pricing and establish job worth
  • How to use the job description and job analysis to figure out if your job worth calculation makes good business and practical sense
  • Why a job evaluation plan is so important, and tips on the various ways you can complete your job evaluations
  • The difference between “market pricing” and “job evaluation”— and why the difference is important
  • And much more!

Register now for this event risk-free.

Wednesday, October 1, 2014

1:30 p.m. to 3:00 p.m. (Eastern)

12:30 p.m. to 2:00 p.m. (Central)

11:30 a.m. to 1:00 p.m. (Mountain)

10:30 a.m. to 12:00 p.m. (Pacific)

Approved for Recertification Credit

This program has been approved for 1.5 credit hours toward recertification through the Human Resource Certification Institute (HRCI).

Join us on October 1—you’ll get the in-depth Job Worth: How to Analyze Job Duties & Skills to Competitively Price Compensation webinar AND you’ll get all of your particular questions answered by our experts.

Find out more

Train Your Entire Staff

As with all BLR/HRhero webinars:

  • Train all the staff you can fit around a conference phone.
  • Get your (and their) specific phoned-in or emailed questions answered in Q&A sessions that follow the presentation.

Find out more

Share Your Comments

1 thought on “How Attractive Are You to Potential Employees?”

  1. It’s also a good idea to find out what prospects can learn about you online on sites unaffiliated with your organization. You might not be able to remove unfavorable postings about you, but you can’t deal with them at all if you don’t know about them.

Leave a Reply

Your email address will not be published. Required fields are marked *