It’s no wonder why Fortune magazine has named Google the top company to work for in the world, for the fourth time. With a sports complex spanning seven acres, swirly slides that shuttle employees between office levels and the choice of beer-braised ribs or gourmet cod for lunch, the rewards of working for this tech giant make it the crown jewel for top job recruits today.
Sure you might not be able to compete with Google when it comes to incentives. But the bigger question is whether you can stand up against your actual competitors and whether you are doing a good job of attracting the top talent. Chances are, if your company does not market itself successfully, the best candidates won’t think so. And, even if you have the goods employees are looking for, they will pass your organization by during their job search.
By properly marketing yourself to employees and showing them exactly what your company can offer them, your organization will stand a much better chance of finding someone who is the ideal fit for a position, as well as someone who is looking to stick around for the long haul.
Here’s why investing a small amount of time and resources while you search for the right employees is well worth it for corporations of all sizes:
The Best Employees Want the Top Employers
Think of LeBron James’s attitude a few years ago when he announced to the world that he was “bringing his talents to South Beach.” LeBron’s message to the Cavaliers was quite clear: he was over Cleveland. Miami made him an offer he could not refuse, and he took it.
As an employer, you never want to be Cleveland in this situation. If you are trying to court an employee with LeBron’s potential, you need to put some effort into making him or her want to be a part of your organization. The key to ensuring this is through transparency. Top prospects today want to see references, referrals and corporate blogs, right there on your website. They need access to resources that prove your company is an industry leader—and they need to speak with company higher ups during the interview process. When a company assumes the attitude that it is up to applicants to find out information about the company, the most innovative new recruits can get lost in the shuffle.
Losing Top Applicants Will Hurt Your Company
These days, employers everywhere are searching far and wide for those who can provide quality ideas. Many times, however, those capable of providing these ideas come knocking on the door—only to fly under the radar during the recruitment process. There is nothing worse than losing a great new potential hire before he or she ever comes in for an interview.
For this reason, a company needs to pay close attention to their recruitment process. The hiring process should be one of the most important internal procedures for an enterprise and it should take appropriate consideration for each and every applicant. Failing to reach out to the best prospects will only hurt your organization. As a result, your competition will be waiting to pick these people up and put them to work.
It Costs a Lot to Hire the Wrong Employee
Ultimately, the bottom line of any employee is the ROI he or she will provide for your organization. If a person quits only a few months after being hired—or you are forced to let the individual go—your organization stands the chance of losing thousands of dollars trying to compensate for this individual. In fact, the average cost for replacing an employee is typically 20 percent of the worker’s salary, according to MoneyWatch. Additionally, you will have to go back to the drawing board and re-hire. This is not a process you want to make a habit in your enterprise.
Take the time to get to know an employee before extending an offer letter. Think of your office as a big family, and try to picture how they will get along with everyone else on the team. Doing so up front will save you a lot of time and energy down the road.
How a Virtual Recruiting Solution Helps
One solution that many companies use to get to know employees better during the hiring process—and to save a lot of money in the process—is to host a virtual career fair or recruiting center. Virtual recruiting provides your organization with the ability to meet thousands of potential hires in one digital environment. Moreover, these digital events ensure that potential employers gain insight into your company by enjoying more than just a welcome screen and a job application. Instead, they will be able to chat in real-time with company executives, pass their resume along and sit in on valuable informational sessions. Simply put, virtual recruiting is a way of promoting your company to those who want to work with your business.
For more information on how your company can leverage virtual solutions during the hiring process, please click here.
is a Director of Product Marketing at InterCall and is considered a leading voice and expert in virtual business, which expands from marketing to collaboration to learning. He has more than 15 years experience in developing, implementing and optimizing strategies in these areas for numerous organizations and Global 2000 companies. As the director of product marketing for InterCall’s event services, Eric manages the strategy and initiatives for the virtual technologies that include virtual environments, streaming, event management services and operator assisted services. Previously from WebEx, Eric managed the virtual classroom product, as well as brand advertising and new media. Over the last several years, Eric has held management positions at Cisco, WebEx, IBM, BBDO Worldwide and Macromedia.