How to Attract Candidates to Companies with Limited Market Appeal
Attracting candidates to join a company that may not have high market appeal, such as a startup or a developing company, requires a more strategic and innovative approach.
In this scenario, standard salaries and benefits, such as BPJS (national insurance in Indonesia), may not be standout factors. However, the company can shift focus to other aspects that can capture the attention of quality candidates.
- Emphasize Company Culture
One of the best ways to attract candidates is by showcasing a positive and inclusive company culture. For instance, highlight a culture that values teamwork, offers bi-monthly bonding sessions, or organizes social activities like visits to orphanages.
These activities don’t require large expenses but can strengthen relationships among employees. When employees feel comfortable and have good connections with their colleagues, workplace communication flows more smoothly, creating a pleasant work environment.
- Career Growth and Personal Development
A major selling point for smaller companies or startups is the opportunity for candidates to grow quickly and have a direct impact. In a leaner organization, employee ideas are likely to be heard and implemented faster.
For example, in large companies, submitting an idea might require passing through multiple layers of management, whereas, in a startup, candidates can present ideas directly to the director or top management.
This gives candidates the chance to contribute significantly and accelerate their career journeys. Opportunities to lead teams and take on greater responsibility are also major advantages.
- Social Media Marketing
Social media platforms like TikTok, Instagram, and career pages can be essential tools for showcasing the company’s positive image. Ensure the career page is connected to engaging and relevant content so candidates can directly see the company’s culture and work environment.
Additionally, if the company is part of a larger group or has received investment from major entities like Amazon or well-known venture capitalists, this information can serve as an added value for candidates.
- Highlight Influential People in the Company
One way to capture candidate interest is to show influential figures working at the company. Mentioning a well-known employee or a recent impactful hire can attract candidate attention.
Candidates may be more interested in joining if they know they’ll work alongside notable figures. Furthermore, the company could consider partnering with influencers who align with its values to broaden its reach and attract interest.
- Company Transparency and Stability
Finally, transparency about the company’s future and stability is crucial. Even if the company is small, candidates will feel more confident joining if it’s part of a well-established group in a specific industry. Candidates are often drawn to stability and long-term growth potential, so information about the group’s history or recent investments can be an attraction factor.
By focusing on culture, clear career paths, social media exposure, and transparency around company potential and stability, companies can attract candidates despite offering less competitive salaries or benefits. This strategy can help companies with limited market appeal stay competitive in recruiting top talent.
Working with RecruitFirst can enable companies to implement these strategies effectively, ensuring they remain attractive to candidates in a strong and relevant way.
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