Using the USP to recruit
Marketing and Human Resources have more in common than most people think. Currently most industries find it very difficult to get candidates for vacant positions, not to mention a good quality of applicant. I have heard many groans companies who have not had a single request for an ad – and yet, some companies are covered in snow with applications. What is the difference?
The smart business knows that in a poor candidate market must sell the benefits of working for your company before the candidate consider applying for a job with you.
Gone are the days when you say "bookkeeper, Brisbane" and then the list of basic tasks that you expect and expect a flood applications. Today is a two way street … what the candidate is expected to do and what you can do for the candidate.
You need to sell candidates on the idea that you are a great place to invest their time and share their talents. It is necessary to draw attention to your business and find a way to entice candidates to submit your order to you. You can also use this as an opportunity to expand its brand in the market – after all, in general, you are paying for a post why not use the possibility to sell its brand at the same time.
This is the marketing and human resources come together. Return to your unique selling proposition (USP).
What is unique about your business – what makes you special and stand out from other companies in the industry? Most likely, your USP to attract customers also attract staff (if used the right way).
Let's make this practice – for example, USP is that you provide exceptional service, a experience every time a customer does business with you. How can we provide exceptional service and a quality experience for your staff? What shows do that you care about and the value of its staff (and not just say you do not cut). Tell some stories in your ads. For example – "Would you like your boss to make a morning coffee all? "or" We are happy to list about school sports days, speech days and reading group. We believe that your family is important too! "
If USP is to think outside the square – and your ad for the personal need to excel and be different. "Round pegs wanted," "Necessary philosophers bathroom."
Is your USP to serve a particular niche market – they are the only manufacturer left widget delivery to your country. So recruitment ads to show how people value that are different and unusual, people who love to specialize in one thing in depth instead of a bunch of things in general.
Do not you get the idea?
Be very clear about the type of people who make your life to the USP and then write their announcement in a way that is like a big neon sign that says "Hey you – just the right job here to make you happy.." Of course, you can be another challenge if the way to treat your staff is not in line with the USP – but it is a whole other article.
If you are clear on who you are, what you are looking for and how it can benefit the candidates, then it is more likely to get the right candidates for the implementation of its work.
The conclusion is that good candidates are hard to find in the current recruitment market. That is – unless they are combined with great marketing Resources Human and sell your company to prospective candidates.
Bookkeepers Brisbane
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