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Determine Your Differentiator to Optimize Recruiting

Posted by Megan Duffy

Oct 18th, 2018

Determine Your Differentiator to Optimize Recruiting

Canada is currently experiencing the largest talent shortage since 2006, as documented in a ManpowerGroup study. This means that although it’s great that Canada’s unemployment rate is extremely low (lowest in almost 40 years to be more precise), many companies are struggling to attract and retain skilled workers.

ManpowerGroup Canada has predicted that this year’s fourth quarter will see even more demand for qualified workers, with the following sectors experiencing the greatest need:

• Pubic administration;
• Manufacturing;
• Services;
• Mining;
• Finance, insurance and real estate;
• Education.

With the labour market as strong as it is, the labour force has greater bargaining power and flexibility when deciding where they want to work. To better attract these candidates to your organization, it would be beneficial to determine what makes you different and unique – through determining your differentiator.

Differentiators can be simply described as the focal selling feature of working at your organization. Determining your differentiator does not need to be difficult – all you need to do is ask your employees! Surveying current employees with the question “what makes us great?” will allow you to review things your organization is doing well and learn what your employees appreciate.

It’s important to select a differentiator that is actually practiced in the organization. For example, you would not want to identify telecommuting as a differentiator if it is not widely practiced. Also, it is recommended to avoid basic differentiators, like offering full benefits, which can be seen in the majority of organizations. Differentiators should be unique to the market and candidates.

During the recruitment process, it’s important to make your job posting as informative, realistic, and interesting as possible – all while staying true to your organization’s mission, vision and values. Tying in your “differentiator” will benefit any posting as it will both build greater attraction for those who will fit in best with your culture, and weed out those that wouldn’t.

Contact Selectpath HR to have one of our experienced advisors help you craft a captivating job posting using your differentiator to attract quality hires!


References:

https://www.hrreporter.com/recruitment-and-retention/37986-cautiously-optimistic-hiring-plans-for-4th-quarter-survey/

Determine Your Differentiator to Optimize Recruiting

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