5 Steps to Secure Top-Notch Talent – By Bonnie Johnson, AgCareers.com


Trouble getting enough applicants, not getting the right talent to apply, have a high candidate drop-off, low offer acceptance rate, or high turnover? It’s not just where you advertise…. your candidate experience could be to blame! How do you treat the job seeker throughout the hiring cycle? It’s all about making time for communication; here are five ways to create a positive candidate experience and secure top-notch talent:

  1. Job Description = Actual Job: Yes, you’re marketing the company and the job, but be realistic. Does your job posting accurately reflect what the position actually entails, or are you overselling? Not a time for bait and switch advertising! Don’t waste your time fluffing up the position. Ask supervisors and even employees in a similar position to review the job description.
  2. Acknowledgement: Let the candidate know you received their application materials. Send an acknowledgement or use the reply receipt, or automatic function available with many online job boards to confirm application receipt. Candidates report the most discouraging aspect of the application process was a lack of response from employers.
  3. Prepared Interviewer: Interviewer has reviewed the candidate’s application materials; knows what’s on the resume and doesn’t re-ask the same question, but asks the candidate to further explain or extend upon their resume.  The interviewer knowledgeable about the position and asks relevant questions. Interviews should always end with an expression of gratitude for the candidate’s time.
  4. Set Expectations: When can the candidate expect to hear back from you? What are the next steps in the process? When will you make the hiring decision, and what’s the expected start date? Let the candidate know what to expect, then most importantly, meet or exceed those expectations!
  5. Time is Money: Take time to thoroughly review the candidate’s materials, show your dedication to the process and candidate. Check references, continue to communicate with the candidate throughout, and finally take the time to ensure the job offer is competitive, complete and professional. Rushing through the hiring process often leads to disappointment for both the employer and new employee.

For additional ways to nurture, not deter, candidates, check out the AgCareers.com Candidate Experience Survey Analysis under Market Research at www.AgCareers.som or contact agcareers@agcareers.com.

Written by Bonnie Johnson

Bonnie Johnson has more than twenty years of professional marketing experience, including nine years with AgCareers.com. As a marketing specialist, she supports the AgCareers.com team and brand through marketing and communications efforts. This includes internal and external communications, email marketing, company branding, market research, and data analysis.


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