7 tricks on how to attract more good candidates

The readers of this memo do not need a reminder that business success depends directly on the team of employees that can be brought together to pursue common goals. What is your recruitment strategy to attract the right people to your team? How do you ensure that you receive enough candidates for the job offer so that you could actually have a choice when selecting a new team member?

To answer these questions and always be one step ahead of the job market, follow the 7 tricks below, all tested and proven successful in the experience of Amston HR professionals.

  1. Advantages are more important than requirements

The best can select the best. This statement describes not only employers, but also all prospective candidates. Unfortunately, today, Lithuanian job search websites are flooded with dry job descriptions that can barely be called “job ads.” Most of them also exhibit a bad tendency of employers focusing on the requirements for the future candidates and not the advantages that the job offers.

While companies do this in hope to filter out the wrong candidates and choose the best ones, research and HR best practices suggest that, in fact, ads, which emphasize the benefits of the job are the ones that attract better candidates. This slight shift in focus can have a decisive impact on the quality of your recruitment!

  1. The perfect job ad brings emotions before arguments

A good job offer is more than a factual job description. It starts with the title – the headline – which must not only inform but also draw attention and invite to read further: however strong the contents of your job offer will be, they can only bring value if someone actually reads them. Then we go to the introductory paragraph and… no, do not rush to present all the facts about your company. A perfect ad must be intriguing and trigger the reader’s emotions, and only then rationalize them with arguments.

Another condition for the perfect job ad that many employers forget is clarity. Can you present the essence of the role the candidate would assume in a few words? How will the employee’s workday look like? Providing obscure and intricate job titles is short-sighted communication – after all, your goal is to find someone who knows where they are going and who will feel great at their new job.

  1. You have to sell to buy

The more serious the employee is about recruitment, the more information he/she gathers about the potential employee. The most promising candidates behave the same way. If they appreciate the content and the aesthetics of the ad, they will definitely be interested to investigate the employer’s reputation and the employer brand, both online and in the broader public sphere. Employers should be prepared for such candidate behavior – with social media, companies are more transparent than ever.

Therefore, before starting a recruitment campaign, it is recommended to review and, if necessary, update the texts and visuals on the website, social media accounts, respond to feedback on the company in the public space, and make sure that candidates using search engines to find out more information about the employer are presented with positive and objective information.

In this sense, potential candidates are no different from customers, partners, and clients, whose attention and loyalty are created and promoted through strong and impressive brands. In employer branding, everything matters – from the visual brand to communication style, from the anonymous feedback online to the publicly available information about the company turnover, number of employees, debt, and average salary.

  1. The power of networks and connections

When selecting candidates, most employers today remember to check their social too, as they often reveal critical facts about a potential employee’s values and worldview, which is very important in deciding whether this is person is right for you. Moreover, social networks are increasingly becoming an effective channel to broadcast job ads and to attract more candidates.

The most effective way to do this at no additional cost is to include your current employees into the recruitment process. After all, they are the real ambassadors of your brand, who know and feel what kind of staff you need. By sharing the job ad in their social account, employees implicitly demonstrate that they stand by their employer and recommend it to others, which creates confidence and increases the interest of potential candidates in the job offer.

  1. The key to the XXI century labor market: flexibility

Despite the growing importance of employer brand, candidates will also always weigh the direct advantages of the proposed job position and potential disadvantages. Of these, salary remains one of the decisive aspects of job attractiveness – and companies that do not hide it and clearly identify the proposed salary in the ad always receive relatively more candidates.

On the other hand, salary is not the only motivating factor in attracting the best of the best. Increasingly, people tend to place great emphasis on the overall quality of their life and how they spend their time. That’s why modern employers, who are able to break out at 8-hour work day stereotypes and offer more flexible working conditions gain a great competitive advantage.

Can you offer a more flexible work schedule or the possibility to work from home, if need be? Do you allow combining work with studies or leisure? If you do and want to attract the best candidates, be sure to name these benefits in your ad.

  1. Spare yourself: separate the wheat from the chaff

Statistics show that for every realistic candidate a standard job ad attracts, four are lost, unaware of where they are going and unfamiliar with the job offer itself. Unfortunately, sifting through their CVs and motivational letters still takes a lot of time and patience. Even worse time losses occur when candidates, who have not been properly screened, are invited to meet in-person.

To avoid such situations, set up a system of standard criteria for filtering out unpromising CVs. Before you organize the interview, be sure to run another simple but very useful filtering method – a short phone call. In just a few minutes, a phone conversation helps to check the information, dispel any doubts, and create a secondary opinion about the interviewee. Sometimes, candidate’s very first few words present more information about them than, for example, their cover letter.

Carefully sort your CVs and use phone calls – this way, you will avoid meeting with candidates who are completely unsuitable for you.

  1. Choose reliable HR partners

If you are reading this memo, you likely already care about how to most effectively use your time and financial resources. From comprehensive HR solutions to smart AmstonPool services for stand-alone businesses, we can offer you many ways to save both. If you are able to choose the strongest candidates yourself and your only concern is candidate attraction, use perhaps the most economical job search engine in the marketplace, with our professionals taking care of ads and attracting CVs, and then make your own selection. HR experts, copywriters, and design professionals can prepare a unique job advertisement and distribute it to all major Lithuanian job search portals within 24 hours. Upon request, we can carry out the initial selection through, and you will receive all of the most promising candidate CVs at agreed time intervals right in your inbox, and then decide for yourself on with which candidates and how you will proceed further. For more information about AmstonPool and our other services, call +370 (696) 32900 or email us at info@amston.lt.