The irony of marketing start-ups not being able to market themselves well enough to new job candidates is quite common. You need “top dogs” for your company, but how does one attract them in an overflowing market? The competition is rough, and you’re bound to get a lot of applicants.
The trick to finding the best candidates lies in selling yourself to the right audience. And to help you reach that job-posting sweet spot, we’re sharing a few tips in this article.
Observe Your Competitors
Take a look at the way your peers and competitors are writing up their ads. Put yourself in the shoes of a marketing job candidate and take a look at things that would attract or put you off.
Is there something specific they are offering? How detailed are their ads? What kind of call to action phrases are they using?
Lastly, observe their overall brand appeal and impression with people. The more successful a company is, the more likely it is quality candidates will watch their job postings like hawks.
Top-Notch Content
A-listers don’t apply blindly to jobs. They do the research, find out as much as they can about you. And if there’s no dirty laundry written by embittered former employees, you should be on the top of their list, right?
Well, not exactly.
A company’s value today is also measured by its exposure. Successful branching out to media outlets, both traditional and digital, works wonders. If they can find news of your start-up in prominent places, or if you have a history of working with at least semi-big companies, that will be enough to spark an interest.
Make Compelling Postings
When writing a job listing for your company, take time to make it sound compelling.
Nowadays, it isn’t enough to write the candidate requirements and what you offer for the position. Most successful companies focus on the following:
- Being direct - try to avoid renaming the titles into something witty, like “programming wizard”, as it’s usually perceived as unprofessional;
- Precision - which software they should be familiar with, collaborative platforms, what skills they need, seniority level, etc;
- Avoid overused phrases - anyone can offer a “constantly growing, dynamic environment”. Descriptions like these are wholly unoriginal. It makes the impression of your company using a stock template for job descriptions.
- Avoid gatekeeping - as important as it is to write precise requirements, you also can’t look like you’re asking for a marketing prodigy. Ads with too many specific requirements scare off potentially amazing candidates because no one can fulfil every single one.
Career Progression
Not only as a means to attract better candidates but as a good practice overall, you should celebrate growth and challenge. Post news on conferences and lectures your employees will attend (or already have) on your company’s website or social media page.
This gives you enough exposure to potential new employees. Additionally, it helps current ones feel challenged, cared for, and richer for a new experience. Lack of motivation and burnout happen when employees no longer feel like their job makes them progress in their careers. And the word on that spreads far and wide, which helps new candidates steer clear.
People Want Safety
Every new generation of employees wants different things. Just think of all the “Millenials vs Baby Boomers vs Gen X-ers” articles you’ve read. Luckily, one thing stays the same and resonates with everyone: benefits.
No matter the industry today, you absolutely need a retirement plan, dental and health insurance, paid time off, and even remote work of up to two months in some cases. Today, the work-life fine line is especially blurred as we spend more hours grinding every day. No self-aware prime candidate will even consider a job listing if they can’t get all of these benefits. They want to know their livelihoods, families, and futures are secured.
Hold Contests
This is one of the best ways to see top candidates in action. The IT industry (specifically the gaming industry) has been doing the same for years with its Game Jams, where anyone was free to sign up to compete in making a video game within 48 hours. The best team would win a monetary prize, but they would also be in the spotlight for numerous company owners to see. Hosting a competition over the course of a weekend, or an online project is a great way to see what you can expect from candidates nowadays.
In Conclusion
In order to make yourself stand out in the job market and get noticed by only the best candidates, you need to start marketing yourself better. Just as you’re analysing them, they’re analysing you. Great workers will want safety, encouragement, improvement, and an environment that lets them grow career-wise. If you are able and willing to provide that, then make it known. Don’t shy away from directness and honesty, as they communicate much better than the break room pool tables and fancy coffee makers.
Since 2013, search traffic for the term “blockchain” has risen 1900%, and the global blockchain technology market is expected to grow from $210 million in 2016 to $2.3 billion by 2021.
About 56% are likely to follow by the end of the decade.
Many start-ups, entrepreneurs, organizations, and government bodies have begun to realize the power of blockchain technology – including the healthcare industry.
To discuss the presence of blockchain in the healthcare industry, Emily McDaid, a writer at TechWatch, spoke to Andrew Cuthbert, the founder, and CEO of Clinisent, a healthcare startup in Ireland.
This startup, one of the few to focus on blockchain in health, has raised more than £1.65 million in the last 18 months.
For example, some locations around the world attract "medical tourists," who travel abroad for procedures like hip replacements or plastic surgeries.
