How to Stand Out in a Candidate-Driven Market

A candidate-driven market means that the candidate is in the driving seat, often receiving multiple job offers along with their current employer trying to find ways to keep them in their business by offering more competitive salaries or flexible work patterns.  With the recent boom of the Candidate Driven Market, company leaders are struggling to find new ways to recruit and hire talent, the reason being that there are a lot of competitors attempting to employ the same candidate as you – meaning as an employer, you need to stand out. As a result, many companies are turning towards different recruiting practices and techniques to make their businesses stand out from the competition. Luckily for you, this blog is going to venture into how exactly you can stand out amongst other employers to get the candidates you desire. 


What are you offering? 

Opportunities and benefits 

Underlining the opportunities you have available for the candidate both in the job posting and in the interview is a great way to reinforce the information you have given them. I’ve found that a good way of speaking about opportunities is to give the candidate examples. For example, mentioning an employee of yours that started in the same position as the candidate but has managed to make their way through the ranks. This will give the candidate motivation and should help them be excited about the prospects this potential job could give them. As for information, candidates are interested in the success of your company – so mention them! Bring up a few big wins you have had recently, and it will make them want to be a part of that. You should also mention benefits that you can offer them such as reduced expenses on gym memberships or healthcare benefits.   

Listing salaries on your job openings

It is important to list salaries because the candidate will have a set salary bracket that they are looking for. Aside from this, listing a salary can be beneficial for the candidate to know how senior the job role is. If the salary is high, the role is likely more senior, and the employer will be looking for candidates with the aligning qualifications and experience.  

Are your job descriptions clear? 

Job descriptions are meant to sell your company, provide the candidate with what the expectations of them are in the job role, what the job has to offer, shift patterns, salary brackets, and the desired qualifications you require to be an admirable candidate. 

To sell your company, you should be outlining what makes you different from every other company in the same industry as you. Have you got any facts or figures you could include or what is important for your company that sets you aside from everyone else? Once you’ve completed the description of your company, you should segue from ‘this is what our company is’ to ‘this is what our company wants,’ offering an array of character traits that fits the role and asking rhetorical questions such as, “Are you a good team player and enjoy working alongside others to achieve the same goal?”  

Do you offer flexibility?

Highlighting your flexibilities in your openings is key because it can sometimes be one of the biggest deal breakers in a candidate-driven market. Whether this is exclusively what hours they can work a week, or which shift patterns are available daily, it is crucial to include as it could make all the difference as to whether a candidate will apply. 

Candidate motivations are essential for attracting the talent you need 

It is important to remember that candidates more than likely have a set of ideals they have for the perfect job and the more of those you can tick off, within reason, the better. For example, if you can be flexible with working hours or shift patterns, then mention this to your candidate. They will appreciate the choices you are giving them and increases the likelihood that they’ll consider you as an employer. Another good thing to do is to ask candidates about their interests as it could be possible that you have corresponding opportunities. For example, if they have a love for writing, mention that there are opportunities for them to embrace that hobby in the role. 

 Figure out what you’re genuinely looking for in a candidate  

It’s critical to be honest and open in your job description about what your company requires and wants from a candidate. Consider what kind of education you want your prospect to have and what additional experience you’re looking for. You should think about what technical skills your job requires, and list them accordingly. Put yourself in the shoes of the person doing the job today (either an existing or former employee, or if it’s a newly created position, consider what they’d need to be good at to succeed in this role) as that will help you articulate the different qualities and characteristics needed to do well in that position. Also consider the soft skills your applicant would need to be successful in the role and the company, such as personality traits like critical thinking or problem-solving.

The importance of a strong employer brand 

Having a strong brand is important for many reasons, here are three of them. Firstly, your candidate wants a job with the correct company culture for them. Having a strong brand makes it easier for the candidate to research you and find all the reasons why they’d want you to hire them. Secondly, your cost-per-hire will decrease by 43%, according to LinkedIn, if you have a strong employer brand. And, lastly, because it is easier to investigate your company and discover all the great reasons to work for you, you are more likely to hold and retain the right talent.  


So, now you know why it’s important, it’s time to start your review of your own employer brand. 5 ways in which I would suggest reviewing your brand is to take a look into the following: 

  • What is your cost per hire? 
  • Have you got brand awareness? 
  • What is your offer acceptance rate? 
  • What is your employee referral rate? 
  • What is your employee retention rate?  

The way to make these changes are simple: 

  • Be authentic with your employees and candidates 
  • Be transparent with your employees and candidates 
  • Ask for feedback  
  • Create a pleasant working environment  


Review your candidate experience  

It is important that you reply to candidates in a quick and decisive matter. When it comes to a candidate-driven market, you need to act fast. While you deliberate, your candidate is receiving multiple offers, attending multiple interviews, and in the position to be choosy. Keeping in touch with candidates lets them know you’re interested, and acting as quickly as you can (within reason) shows that you’re keen to bring them on board.

It is also important that you are human! The candidate doesn’t want to feel as though they are talking to a computer, they want to feel as though they are having an easy-going conversation and not being treated like a number. This will take away from their nerves and will allow you to be shown their best selves. 

Here at Insight Recruitment, it is our passion to assist candidates in finding their dream job. We also help employers find top talent with the best experience and qualifications to join their teams. If you need any more advice, you can reach us through our website: Contact us or you can call us on 402-835-5097. 

Share on facebook
Share on twitter
Share on linkedin
Share on email
Google Rating
Based on 42 reviews