The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting

July 11, 2014

Bolster Candidate Enthusiasm for Your Workplace


As an employer, the successful identification of the most suitable candidate – one who fulfills the skills and experience requirements, who is enthusiastic about the opportunity and who meshes with your company culture – is far from your only hiring challenge.  Candidate assessment, of course, necessitates applicant interest.  After you’ve validated a new position opening and have finalized its details (salary, functions, expectations, hierarchical fit, etc.), getting people excited about working for you essentially marks step one. Therefore, the foundation of your challenges as a hiring decision-maker is to communicate your value as an employer to talented professionals.

Generating candidate enthusiasm is especially critical in New York’s saturated and complex market.  Target recruiting efforts definitely produce results, but they are reactive approaches to specific vacancies or projects. In addition to aggressively searching for candidates for specific positions, organizations should proactively promote themselves as highly desirable to their target future employees at all times.
So, how should you inspire smart, motivated, hardworking and dependable people to continuously aspire to work for your organization, rather than with your direct competitors, or elsewhere? We have a few ideas. Here are some concrete changes you can make to your workplace identity to bolster enthusiasm from the candidate market, even when you aren’t formally hiring.

Change your social strategy: If you’re not a Fortune 500 or other “brand name” organization in your industry, you most likely can’t depend on a strong reputation just yet. However, developing and maintaining a strong social strategy that expresses your value as an employer is within your power. Create a blog for your company website, highlight employee success stories and post photos of your workplace or events to various channels. Alongside your efforts to boost awareness of your company’s products or services, implement a full-scope recruitment marketing strategy based on showing, not telling. For example, you can give candidates a glimpse into your workplace like we’ve done with below photo of some of our recruiters!

Change how you engage your internal engagement practices: You can’t engage prospective employees without the foundation of highly engaged existing employees. Just like executive recruiters are, by default, spokespeople for your employer brand, satisfied employees present a similar advantage.  In addition to being more productive and profitable, engaged employees will voice their positive opinions about your company to professionals with whom they come in contact. Even in the strongest recruitment marketing strategy cannot compare to information learned from trusted friends or acquaintances.

Change your affiliations and partnerships: Professionals value companies that have clearly aligned themselves with a cause, research shows. In 2012, a survey of MBA students and employed graduates of all ages determined that the majority consider “having a job that makes a social impact on the world” a priority. Aligning your business with a non-profit organization or philanthropic practice is a meaningful, yet practical, way to distinguish your business from competitors while attracting candidates who share values similar to those of your company leadership.

Change the way you examine your competition: Competitive analysis shouldn’t be limited to reviewing other companies’ revenue, pricing structures, financial growth, product innovation or market share. In addition to these considerations, you should look at your competitors’ recruitment and retention practices, to best keep your organization on par or ahead of others in the industry. In addition, spying on the competition, by consulting resources like or other peer review platforms, provides valuable insight into what your target talent dislikes in the workplace.

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