How Your Unique Value Proposition Impacts Your Recruitment Process

When you’re deep in the recruitment process (writing detailed job descriptions, screening
countless resumes, and interviewing an endless stream of candidates), it can be easy to forget
that you are also being interviewed and that you need to impress the candidate just as much as
they need to impress you. Candidates may not feel comfortable asking directly, but the thought is
ever present: “is this where I want to work? Is this company right for me?” If you’re not able to
answer that question effectively, you may be missing out on top talent. Whether you’re a small
business owner doing your own recruitment, an in-house recruiter, or an agency recruiter, you
must be aware that the candidate is always thinking of what is best for them and wants to know
that your company (or the company you represent) is going to be the right fit. This is why it is so
important to understand your company’s unique value proposition. Without this knowledge, you
may not attract the right candidates, you may lose great candidates to companies who took the
time to define their unique value proposition, and you may not be able to retain the people you
are hiring.

Finding the right candidate for your company should always start with your unique
value proposition. You need to define what makes your company a desirable workplace so that
your messaging, regardless of search method, speaks to the kinds of people you want working
for you. It is common for companies to believe that salary and benefits are enough to entice their
target audience but this is a misconception; contrary to popular belief, income is not the only
motivating factor for candidates. If you want to find a candidate that fits your organizational
culture and who actively embodies your vision and mission statements, then you’ll need to
include these in your search. How do you incorporate your unique value proposition into the
search stage? Be sure to mention any office perks or cultural tendencies to your recruiter or
include a write-up on your company in your job posting. This will help candidates determine
whether or not they want to work for your company and it will streamline your recruitment
process.

If your process includes headhunting for passive candidates, then your unique value
proposition becomes even more instrumental. Passive candidates are not actively looking for
new opportunities and are only open to considering something that truly speaks to them. Most
won’t pick up their lives and change jobs just for a higher pay cheque; these extrinsic
motivations are not effective recruiting tools on their own. A passive candidate is most likely
looking for an intrinsic motivator such as sense of purpose, ability to make decisions and
contribute ideas, as well as working with like-minded individuals. All of these factors should be
considered when you’re preparing your unique value proposition because more often than not,
people want to work where they are able to actively contribute and those contributions are
heavily valued.

When you’re deep in the recruitment process (writing detailed job descriptions, screening
countless resumes, and interviewing an endless stream of candidates), it can be easy to forget
that you are also being interviewed and that you need to impress the candidate just as much as
they need to impress you. Candidates may not feel comfortable asking directly, but the thought is
ever present: “is this where I want to work? Is this company right for me?” If you’re not able to
answer that question effectively, you may be missing out on top talent. Whether you’re a small
business owner doing your own recruitment, an in-house recruiter, or an agency recruiter, you
must be aware that the candidate is always thinking of what is best for them and wants to know
that your company (or the company you represent) is going to be the right fit. This is why it is so
important to understand your company’s unique value proposition. Without this knowledge, you
may not attract the right candidates, you may lose great candidates to companies who took the
time to define their unique value proposition, and you may not be able to retain the people you
are hiring.

Finding the right candidate for your company should always start with your unique
value proposition. You need to define what makes your company a desirable workplace so that
your messaging, regardless of search method, speaks to the kinds of people you want working
for you. It is common for companies to believe that salary and benefits are enough to entice their
target audience but this is a misconception; contrary to popular belief, income is not the only
motivating factor for candidates. If you want to find a candidate that fits your organizational
culture and who actively embodies your vision and mission statements, then you’ll need to
include these in your search. How do you incorporate your unique value proposition into the
search stage? Be sure to mention any office perks or cultural tendencies to your recruiter or
include a write-up on your company in your job posting. This will help candidates determine
whether or not they want to work for your company and it will streamline your recruitment
process.

If your process includes headhunting for passive candidates, then your unique value
proposition becomes even more instrumental. Passive candidates are not actively looking for
new opportunities and are only open to considering something that truly speaks to them. Most
won’t pick up their lives and change jobs just for a higher pay cheque; these extrinsic
motivations are not effective recruiting tools on their own. A passive candidate is most likely
looking for an intrinsic motivator such as sense of purpose, ability to make decisions and
contribute ideas, as well as working with like-minded individuals. All of these factors should be
considered when you’re preparing your unique value proposition because more often than not,
people want to work where they are able to actively contribute and those contributions are
heavily valued.

For employers looking for a partner to deliver top talent and flexible solutions, or professionals seeking career help, Dean Group places your needs first. As one of the top Canadian-based recruitment specialists and employment agencies, chances are the recruiter you speak to today will be the same one you will speak to five years from now. Dean group offers temporary & permanent staffing solutions in a wide variety of job functions and industries. We offer our services Canada – wide and internationally. Please visit us on www.deangroup.ca and please don’t hesitate to reach out with any questions or concerns.

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