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How to Intrigue Job Candidates
By Ken Wisnefski, President,

A successful business is built upon phenomenal goods/services, but it is also engineered by quality employees. How are you attracting premier candidates?

A great candidate has many choices; how is your company going to appeal to them? Many companies offer competitive pay, benefits, and perks; how will you make them decide on you? What techniques can be employed and resources leveraged to gain the commitment of great candidates? Read the following to gather more ideas.

Times have changed

Today's candidates are a bit different than their predecessors; the size of your salary and your office is still important, but not as much as intrinsic qualities of the job. This generation wants to feel their company relies on them and they want their job to be meaningful. The purpose and nature of work has taken precedence over physical awards.

This generation wants all of the things granted to workers of previous generations, but they also want their work to be engaging and have fun doing it. They want to work hard, but they want to be immediately and consistently reminded of why they are investing their time.

Come one, come all

Job recruiters must understand the process of searching for a job, interviewing, and waiting to hear back from potential employers is stressful. Recruiters must break the monotonous cycle and show candidates the brighter side of the process. Recruiters could give a candidate a tour of the workplace showcasing some of the more intriguing aspects of the job and have present employees speak about their experiences on the job.

Get the candidates involved and show them a good time by mixing humor while discussing the details of the job description. Being overly serious can deter a potential candidate; a prominent candidate will understand the underlying importance of the job, show them more of your company's individual personality.

Brand your business

Think of candidates as a consumer. Companies brand their products, so customers can make a positive association to their goods and services; do the same for the candidate. Educate them via seminars, onsite classes, meetings with existing employees, etc. so they can make a connection to your company. The more familiarized they become with your company, its services/products, and company's personality, the more they will understand if they are a good fit for your business and vice versa.

Tailor the experience

Have you ever shopped at Nordstroms? Workers tailor the experience to the consumer's tastes and needs. They get to know what the customer is looking for and what will make them have an enjoyable experience. Obviously, the dynamic will be a bit different with a candidate; you are trying to 'sell' them on your business, but you also want to be sure they will be a good fit for your company.

Get to know the candidate beforehand by analyzing their resume and having them write something pertaining to their wants and expectations in relation to a job. This way, when a candidate arrives for an interview you can show them the aspects of your site, other employees, amenities, etc. that appeal to their aforementioned interests.

Kenneth C. Wisnefski is the president of, an online business to business marketplace that connects business consumers with pre-approved vendors in over 150 different categories. has over 5,000 vendors in their Approved Vendor Network and processes close to 10,000 requests per month from businesses of all sizes.

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