To attract the best candidates, it is not enough to propose a significative compensation or economic benefits: it is important that the company shares its values.
To attract the best talents for the company it is not enough to propose significative compensations or economic benefits: it is important that the company shares its values, presenting itself as a partner who builds trusting relationships, ready to listen to people's needs and paying more and more attention to environment and society.
Companies are increasingly focused on how to attract the best talents, on how to hire and retain them once they are part of the organization. It is not enough to propose higher salaries or benefits oriented exclusively on economic values: people today are much more attentive to the work life balance and carefully evaluate the company's "reputation" before choosing whether to apply for the job offer.
Josh Bersin research, states that 67% of candidates would only apply for companies that are attentive and active in sustainability.
When the candidate first reads the job description, the distinctive values of the company must immediately emerge: the communication of the commitment, especially if it’s ethical and green, proves to be a fundamental tool for attracting talents. It is necessary that the company values are shared both internally and externally and well spread, carefully evaluating the choices in terms of welfare investments and well-being policies as well as corporate social responsibility.
But how to concretely convey these values to potential candidates who would read job advertisements from the outside?
Job Description and Recruiting: the importance of a neat and direct communication
Let's see together which aspects are to pay more attention to when creating a job description in order to transparently communicate company values to the outside world, highlighting an effective and successful employer branding that boosts interactions with talents and valuable candidates. The effective job description must contain elements such as a general description of the company and its value system, the job title, the description of duties and responsibilities, the hard and soft skills required, as well as clear and transparent remuneration and organizational details.It is appropriate to not overlook, in the company description and in the provided information, which are the corporate social responsibility policies, the company commitment to the environment and community, promoting volunteer, charitable or cultural initiatives. The company that engages in programs and investments aimed at reducing its climate impact, for example, can describe its commitment and the environmental policies implemented.
The new generations, those among whom it is more likely to identify the talents to attract, are very attentive to the Sustainable Development Goals and thus tend to reward the companies that actively support them in their choices. It is about implementing ethical principles related to the environmental footprint in its processes and promoting governance principles that reward inclusion, equality and the creation of equal conditions for all.
For this reason, in a job description that is effective in attracting the best talents, in addition to policies of sustainable well-being and reduction of climate impact, it is important to highlight in the job offer the principles of equal opportunity, pointing out the acceptance of diversity and inclusion.It goes without saying that these choices must translate into daily actions within the company organization, to create and spread an ethical and sustainable culture that guarantees, after hiring, the best talents management in the company, thus to avoid the occurrence of the well-known great resignations phenomenon that the entire world’s job market is going through.
How the post-pandemic has changed the way a job description is designed
In the post-pandemic era, people are re-evaluating the work-life balance driven by generations of Millennials or digital natives, the so-called GenZ, who are more likely to leave a job that they consider unfair or unsatisfactory from the psycho-physical well-being point of view, even adapting to lower remuneration.
The phenomenon is wide-ranging and requires a change in corporate cultures in order to focus attention on welfare and wellbeing, identifying strategic investments and focusing on effective, timely and transparent communication, in order not to risk frustrating all the efforts.
Starting from the job description - the first touchpoint between a potential candidate and a future employer - it is necessary to conveymessages about the company values, about the concrete and tangible application of principles of equality, inclusion, equal opportunities as well as commitment to social issues and about respect for the environment and renewable energy.
The person, as an individual and not as a worker, is placed at the center, together with the natural environment that surrounds him to ensure a sustainable future and avoid the waste of natural resources. Companies must start from their business processes and activities, promoting circular economy and lean management, promoting and spreading these values at all organizational levels. Only in this way, the best talents on the job market will be interested in starting a relationship that can lead to the successful hiring and the welcome into the company of a new talent.
In this process, both internal and external communication unfold its strategic role, aimed to create a transversal employer branding experience that reaches all levels of the organization, starting with crafting job descriptions able to attract potential talents for the company, and with whom to establish a lasting relationship of trust over time.
