When a job advertisement does not get the desired results, organisations typically look for external recruiters to fill the position. We, as recruitment partners at Instar Talent, cannot rely on posting the job again and hope that the company’s employer brand will do the job. Sure, having a strong employer brand helps, but we also need to spark candidates’ interest. The main reason for this is because top experts are already employed somewhere, and you are most likely seeking for the same skilled individuals.

So how can you attract their attention?

By building trust. Make sure your profile confirms that you are a real person. Make sure you communicate what the candidate will get out of your offer – what is the challenge they can help solve; who are the amazing colleagues and, more significantly, who is the inspiring manager everyone should want to work with; what is your why and whether you hire people accordingly. Find a way to connect with that person.

Keep in mind that the world is small, and anyone could be only two connections away. Make sure your network is diverse by connecting with not only your colleagues, but also industry experts, former employees, and simply inspiring people. In addition, there are numerous LinkedIn groups that we should all take use of. This helps to deliver your message to a wider audience.

How can your organisation contribute?

People want to make informed decisions, so they will research the business before applying for a job or responding to your outreach. It is your responsibility to write the story you want to see, while also ensuring that current employees share your vision. Overselling will not lead to long-term success. Post frequently on LinkedIn and do not treat it like an annual report. Show what you are really doing. Share the stories of your local employees (managers!), not simply photos from the picture bank. Encourage your personnel to be actively engaged. Slowly but steadily sell the idea that your organisation is the only employer anyone would ever want to work for.

What information would you like to have before being interviewed for a job? Treat candidates how you would like to be treated. Always.