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How will you attract them?

Although it may be relatively easier in the present economy to persuade talent to take a greater interest in your opportunity, you still need to make a strong case. The best candidates will almost always have several options.

A well designed job, along with a well written job description that showcases the organization, its mission and the position in a positive light is a very good start. Just as an attractive résumé makes a candidate stand out, your message needs to convey the excitement and potential of your organization and the opportunity. As a smaller, lesser known employer competing for talent head-on against    more established organizations and even governments, you have to play to your strengths. This is where the effort put into the first few steps will truly pay off. As large agencies, governments and high-paying corporations make their lofty pitches, you can present a personalized message that speaks directly to the aspirations of these same candidates. You could honestly show them how your organization could offer greater autonomy, more strategic responsibility, and a figurative seat at the table. A well thought out benefits and compensation package would round it up nicely!

This is where it all comes together:

Your social media presence with testimonials from employees, clients and funders reinforces the brand and the message you are communicating through your posting. The job description summary should highlight the potential for success and the importance of the role to the strategic plan of the organization. Especially in the case of a smaller organization, the recruiting message should come directly from the highest level of the organization, for example, the founder or executive director, to emphasize the importance of the position.  To maintain consistency, the same individual should try to be part of later emails and contacts, even if just copied, to signal the attention your organization has focused on this recruitment. This of course applies to subsequent selection processes including phone screens, interviews and extension of offers.  Go to A winning JD Resource – 5A

Do some “ real ” recruiting

Use traditional and online networks to reach out to potential candidates with to let them know about your opportunity. Request the active assistance of everyone within your organization in this process. Offer recognition (or perhaps even a reward) to those who refer candidates to the position.   As discussed earlier, manage your social media presence carefully, making certain that all queries and comments are handled promptly and effectively, especially on weekends, which is primarily when a large proportion of employed candidates tend to explore career opportunities.

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