How does your organisation stand out in a talent short market?

In case you haven't heard: the job market is currently booming. Record-levels of health and safety jobs were advertised in 2022. With so many opportunities available, it can be difficult for employers to stand out from the crowd and attract the best available talent.

Candidates that are active in the job market currently have a broad range of opportunities and can be very selective about what they pursue. Many HSE people are interviewing for multiple roles at the same time and may be considering multiple offers.

These factors create a true war on talent, As such, it's now more important than ever to think about what differentiates your opportunity and your organisation. 

Why work for "us?"

The concept of an Employee Values Proposition is not new, but it is now more important than ever to think about your unique internal offerings that attracts, engages, and retains top talent for your business. When done well, an EVP can also elevate your employment brand, thereby making your business a more desirable place to work.

This can be a big drawcard for potential new employees — especially as many candidates are prioritising a business whose goals and values align with theirs. Before even putting through an application for a role, candidates will do their research on the company, leader, and team so having a solid and defined EVP means that you are making a first impression that will last. 

Benefits — more than just a number!

While the market is becoming tight for talent, salaries are certainly creeping up to try and pip the competition at the post. However, salary is not the only motivator for great talent. Candidates are wanting to know more about the broader benefits that an organisation will offer: for example, supplementary compensation (eg. gym memberships, health insurance), Diversity and Inclusion initiatives, parental leave, volunteer days, and more.

What stands out even more are organisations that can demonstrate their offering of clear, structured development pathways and training opportunities. I have spoken to many stand-out candidates who are willing to take a sideways step if an organisation will empower them to learn, provide them with opportunity, and nurture their careers. 

Feedback is fab!

A candidate’s experience while going through your company’s recruitment process always matters, but now more so than ever. The biggest pain point always comes back to feedback — or rather lack thereof.

Candidates will always recall a poor experience where they didn't hear back from an application, or even worse, have been ghosted after completing a face-to-face interview. By providing timely, meaningful feedback, candidates are more likely to apply for different roles in the future and speak highly of their experience to their friends and networks.

With the current market challenges, it's important to also keep the candidates who are progressing along informed and engaged with regular contact points as this could be a key differentiator while they are interviewing for multiple roles. 

How can we help?

Working with a specialist recruiter can not only connect you to the right HSE talent from the outset, it can also make all the difference when it comes to managing and communicating during the hiring process. The Safe Step recruiters provide clear, transparent information to all parties assisting with open conversations and genuine engagement.

Contact us to find out how we can help make your organisation stand out in a talent short market.