It’s bizarre how firms pursue candidates today, compared to earlier times where degree holders race to be the first in line. But when companies chase potential hires, everyone knows that this target is a person of high asset value.
People also know that companies offer even the absurd to fill a high-ticket role with an individual holding the perfect profile and experience.
However, most of these brilliant minds know their competitive value and won’t settle for less. As such, employers need to identify what top career candidates want from a firm. Some of the answers to this may be obvious, but there’s more to learn, especially for startups who yearn to eliminate setbacks through a bad hire.
Compensation
Let’s face it: high-caliber candidates want commensurate compensation, at least. However, no matter how they prefer working in certain conditions, stratospheric paychecks will make them think twice.
When a high-paying job description is on the line, applicants compete for the position.
For potential top candidates, however, that’s not the case. Instead of the normal hiring setup, it’s the companies who vie for skilled candidates through offers. Most companies offer a salary compensation that matches the skill sets, if not expectations. The downside of this offer lies in how simplistic and linear the level of compensation is.
What top career candidates look for in a firm does not solely lie with the figures of their paycheck. Persons of high interests would prospect for maximization of growth and minimization of near-future risks. Applicants also look for other incentives, freebies, and compensation packages that fit into their interests.
Working Environment
Imagine a corporate setting where the offices are clean and safe. Visualize the happy exchange of interactions between the newbies and seniors. Even a good sense of teamwork, leadership, and cohesion is something that everyone wished for.
Remember that employees spend almost all their working life in the environment where the firm designates them. This means top candidates will care about the type of work scene and culture that they’ll arrive at. With the power to choose, these applicants can reject businesses’ offers if the culture does not match their preferences.
Growth in Oneself
Stagnation isn’t an option.
Most top candidates are achievers—individuals who always opt to exceed their former selves’ capabilities. When they realize that they’ve capped their potential in the firm, they have no reasons to stay.
As such, firms should always open countless possibilities of career growth for their employees. Employees of all calibers appreciate the value of paid seminars, pieces of training, and career enhancements. Likewise, firms will easily entice top-performing candidates with career paths, promotion ladders, and mentorship programs.
Post-employment services, on the other hand, leave a great impression on departing employees. These individuals may have opted for career transitioning but are still part of the corporate networking.
Case on point, the key here is providing your employees room to grow.
Growth of the Company
Often enough, applicants pair their exceptional working talents with striving and soaring mentality. This reflects how these specific applicants perceive job offers. Career candidates research the business within the industry. Applicants also place the same expectations on the offering company as with firms putting theirs on the candidate.
Career candidates often align their goals to that of the company. So when a top-performing applicant has ambitions with that of an executive, there’s no way the candidate can settle for less.
Company’s Policies on Employee Welfare
Every company’s policy should reflect the executives and its shareholders’ values in their operation. The question now begs, “Do corporate policies include valuing the welfare of its employees?”
A quality applicant always proceeds to scrutinize all of its employee benefits throughout its whole stay.
Applicants also look at not just the present value of their benefits but the future outcomes as well. These candidates may also question the companies’ response to the global crisis regarding the workers’ welfare.
Some welfare policies that career candidates look for are mostly financial ones. There are also social policies, including post-employment support. In the west, outplacement services LA make employers socially responsible after a layoff. These supports help individuals find and transfer to a new job.
