{"id":817,"date":"2020-07-28T10:30:51","date_gmt":"2020-07-28T07:30:51","guid":{"rendered":"https:\/\/kingstaralliance.com\/?p=817"},"modified":"2020-10-04T19:42:35","modified_gmt":"2020-10-04T16:42:35","slug":"ru-kak-prodat-kandydatu-svoyu-kompanyyu","status":"publish","type":"post","link":"https:\/\/kingstaralliance.com\/en\/dlya-rabotodatelej\/ru-kak-prodat-kandydatu-svoyu-kompanyyu\/","title":{"rendered":"How do you “sell” your company to a candidate?"},"content":{"rendered":"In the conditions of IT services market the most important question is how to convince the candidate to work for you? So let’s talk about the nagging issues and provide a list of tips that work 100%.\r\n\r\nEvery day the number of offers on the market is growing, and you find yourself in a situation where not only you choose an employee, but the candidate chooses from a variety of companies. We will analyze step by step how to launch the mechanism of “selling” the company to the candidate.\r\n
    \r\n \t
  1. \r\n

    Building-up and development of the company’s HR-brand<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nHR-brand\u00a0 is an attractive image of the company as an employer in the eyes of job seekers, under the influence of which they are ready to slightly reduce their expectations from the place of work and choose your company among other offers. HR-brand is an ideal tool, which characterizes the company in the field of HR work. In order to be an attractive place of work, a dream company must meet the created image and expectations of candidates. Advantages of a strong HR-brand:\r\n
      \r\n \t
    • Significant cost and time savings on personnel search, as applicants are more actively responding to vacancies from a reputable company<\/li>\r\n \t
    • passive personnel pool – in a company with a well-known HR-brand a CV is sent regardless of the vacancies;<\/li>\r\n \t
    • ensuring employee loyalty and reducing staff turnover.<\/li>\r\n<\/ul>\r\n \r\n
        \r\n \t
      1. \r\n

        An eye-catching vacancy<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nIt is important for a recruiter to attract the attention of an applicant and elegantly “sell” the job. The final choice is made by the candidate taking into account many factors: in addition to salary and “cookies” in the office, IT-specialists are important details such as the specifics of the project, approaches to development, technology stack. Therefore, it is mandatory:\r\n
          \r\n \t
        • pay attention during the first contact;<\/li>\r\n \t
        • remove all doubts and objections;<\/li>\r\n \t
        • present your company in the best possible way;<\/li>\r\n \t
        • focus on your company’s strengths and competitive advantages.<\/li>\r\n<\/ul>\r\n \r\n
            \r\n \t
          1. \r\n

            Headhunting<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nEmployers hopelessly browse job search websites looking for candidates. Standard job websites have not been working properly for a long time: the posted job receives a lot of feedback, but mostly from unsuitable candidates. Therefore, experienced recruiters are increasingly resorting to headhunting.\r\n\r\nThe reason for headhunting is the lack of qualified specialists in the market. It takes a lot of time to raise such specialists in your company. It is much faster to find potential candidates in another company and offer to change jobs on favorable terms.\r\n\r\nYou need to analyze where your target audience of candidates are working and understand the benefits you can offer them to encourage them to change jobs.\r\n\r\n \r\n
              \r\n \t
            1. \r\n

              There is no second first impression<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nThe candidate makes his first impression of the company long before the interview: by your letter, the way you speak on the phone and even by the way the text of the vacancy is written.\r\n\r\nAll references to the vacancy in the interview are advertising your company, the purpose of which is to “sell” the vacancy to a specialist. Demonstrate only the good. It is important to write informative texts and inform the candidate about the project, the technology stack and the future role in the company.\r\n\r\nRemember: letters written by the recruiter should “be sold” (be short and attractive). It is useful to add a targeted action button or a link to the job page in the mailing lists after the main text. Thus, you can track which of the applicants is interested in the offer.\r\n\r\nIn most cases, during the cold search for candidates, the recruiter has to “sell” the job by phone first. This is the core and most difficult stage, at which a candidate hears only the voice of the recruiter and rarely knows anything about the company they get a call from.\r\n\r\nAt this stage, the main thing is to motivate a candidate to attend the interview.\r\n\r\nAfter the call, the candidate usually checks if the company is in the blacklist of employers. And often companies that do not care much about their image and HR-brand, find themselves in a difficult situation. If there are a lot of negative feedback, the candidate will ignore the interview. While conducting a telephone interview, you need to tell as much about the vacancy and benefits from cooperation as possible.\r\n\r\n \r\n
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              1. \r\n

                The hottest point of “selling”.<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nIt is believed that only a candidate can fail an interview. But that’s a myth. Experience shows that employers may worry and be wrong, too.\r\n\r\nThe job-interview is a dialogue on equal terms. Recruiters and candidates often forget that the professionalism of an interview depends on the ability of both to be interesting interlocutors, attentive and attracted listeners.\r\n\r\nIt is necessary to navigate in the conditions of work in other companies – this will help to identify the benefits and more effective presentation of the company and position. Openly tell the candidate about the goals and objectives of the company, about the joint path of development, then he will be able to better assess the prospects of his work with you. Discuss how this person can contribute to the success and development of the company.\r\n\r\nBefore the interview begins, the interviewer should spend a few minutes on a small talk to break the ice. It is important to remember: the first impression is formed both for you and for the candidate. If the latter feels comfortable, they will behave more freely, naturally. And vice versa – an interview in a tense, stressful atmosphere contributes to the formation of a negative impression about you, your work and the company as a whole.\r\n\r\nIf you managed to motivate the applicant, you are half way to “selling” the vacancy. Useful Tip: Ask the candidate to list 3 important factors in choosing an employer. Prioritize your benefits according to the candidate’s expectations.\r\n\r\nIf the candidate has really interested you, let them understand that the company needs an employee with the exact qualities, knowledge, and experience they have. Let them feel valued, and then the candidate will see themselves as part of the team at the first interview. Remember that you “sell” not just a job, but a place in a certain corporate culture. For some candidates, the mission and values of the company may play a more important role than the position itself.\r\n\r\n \r\n
                  \r\n \t
                1. \r\n

                  A little advertising never killed nobody!<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nWhen representing your company, do not be afraid to apply the advertising component. If you liked the candidate at the interview, and you see them as a talented employee, take them to the office, introduce them to potential colleagues and give them the opportunity to ask questions. It will be easier for the candidate to understand the corporate culture and to decide if the company is suitable for them and if they have a chat with people who already work here. This demonstration becomes a great addition to your story.\r\n\r\n \r\n
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                  1. \r\n

                    The offer<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nIf you have already decided to offer further cooperation, do it with joy and enthusiasm, show that you are really happy to give the applicant a place in your team and see what an important role he can play in the success of the company. Discuss all organizational aspects: salary, social package, date of employment and other nuances. Be ready to answer additional questions. Many companies do not consider it necessary to send an offer, although it is a very important, one might even say a guarantee of mutual obligations. And this is also part of the HR-brand, which should not be neglected.\r\n\r\n \r\n
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                    1. \r\n

                      Support of internal HR-brand<\/span><\/h2>\r\n<\/li>\r\n<\/ol>\r\nAn HR brand is a reputation, and reputation is a variable component that can be positive or negative. It is formed on the basis of feedback about the work of those employees who have worked or worked in the company for a long time. Among the factors that affect the HR-brand of the company, it is worth noting:\r\n
                        \r\n \t
                      • corporate culture;<\/li>\r\n \t
                      • the system of motivation and career growth;<\/li>\r\n \t
                      • features of the offered social packages;<\/li>\r\n \t
                      • system of training and professional development;<\/li>\r\n \t
                      • volume of remuneration payments, different types of bonuses and bonuses;<\/li>\r\n<\/ul>\r\nstability, which each employee sees in his or her own way; for some, it means having certain internal rules, for others, clear job responsibilities, and for others, timely payment of salaries.\r\n\r\n \r\n\r\nThis is not an exhaustive list of actions that can be applied to \u201csell\u201d your company and the vacancy to a potential employee, but we are sure even these are enough for you to succeed.\r\n\r\nIf you want to get more detailed information or personalized consultation to meet the needs of your company, send your request now, and the King Star Alliance team will help you to assemble your team quickly, efficiently and with high quality!\r\n\r\n \r\n\r\n ","protected":false},"excerpt":{"rendered":"

                        In the conditions of IT services market the most important […]<\/p>\n","protected":false},"author":1,"featured_media":818,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[6],"tags":[],"yoast_head":"\nHow do you "sell" your company to a candidate? - King Star Alliance %<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/kingstaralliance.com\/dlya-rabotodatelej\/ru-kak-prodat-kandydatu-svoyu-kompanyyu\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How do you "sell" your company to a candidate? - King Star Alliance %\" \/>\n<meta property=\"og:description\" content=\"In the conditions of IT services market the most important […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/kingstaralliance.com\/dlya-rabotodatelej\/ru-kak-prodat-kandydatu-svoyu-kompanyyu\/\" \/>\n<meta property=\"og:site_name\" content=\"King Star Alliance\" \/>\n<meta property=\"article:published_time\" content=\"2020-07-28T07:30:51+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-10-04T16:42:35+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/kingstaralliance.com\/wp-content\/uploads\/2020\/07\/1183b-e1595921430651.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"498\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"\u0412\u0430\u0441\u0438\u043b\u044c \u0410\u043d\u0434\u0440\u0456\u0439\u043e\u0432\u0438\u0447\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"\u0412\u0430\u0441\u0438\u043b\u044c \u0410\u043d\u0434\u0440\u0456\u0439\u043e\u0432\u0438\u0447\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/kingstaralliance.com\/dlya-rabotodatelej\/ru-kak-prodat-kandydatu-svoyu-kompanyyu\/\",\"url\":\"https:\/\/kingstaralliance.com\/dlya-rabotodatelej\/ru-kak-prodat-kandydatu-svoyu-kompanyyu\/\",\"name\":\"How do you \\\"sell\\\" your company to a candidate? 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