Mike Richards shares four ways to attract treasury candidates, starting with how you write job descriptions and conduct interviews. The core idea: make candidates feel welcomed, not interrogated, so top talent actually wants to join your team.
Foreign.
Hello, it's Mike Richards from the treasury recruitment company here. This video accompanies the article about attracting candidates. I just wanted to try to highlight, if you like, some of the key points within the article. They kick off from about halfway through it about job descriptions in particular, because before someone has even joined you, if you like, or when you're trying to get them through the door, you need to attract someone, you need to attract those candidates. Because if you don't attract the candidates you want to join you, you've lost in what you might call a daily war to attract talent. There are a number of areas within the article that I go into in more detail, but there are probably four that I'll perhaps just focus on now. Number one, grabbing their attention. This comes from the job description. If you want to grab the attention, you need to maybe sell your growth plans for the company. Why might they want to come and join? Where will they fit in with those and become part of their growth plans? Second thing, when they come in to join you, the first round of interviews, when someone first walks in, put yourself in their shoes, they're going to be nervous. It could probably be maybe a junior candidate. Even if they're not, sit them down, ask them if they want a coffee. Do anything you can at that first round interview to make it a welcoming environment, particularly for junior candidates. This might be one of the first interviews or second interviews they've ever done in their life. And then remember, that interview is not an interrogation. Yes, you want to understand them, but you also have to sell your company to them. You have to sell the opportunity you're giving them. If you just put them in a spotlight, they'll walk out and think, why would I join them? Ask some questions, try to understand them, but be gentle. Second round interview, that's the other thing you need to. They've got to be. They're coming in again. They got to know you a little bit better and that's a good thing. But why at that stage don't you maybe involve your other team members? Get them to feel like this candidate, they could be part of the team before they're even part of the team. It's going to mean that they want to join you and it's going to encourage them to feel like it's a place they want to join. I'll then describe in the article more about the final stages of the process and that could be about the job offer, how to get that right, some hygiene facts in there. I suggest you give it a thorough read. It will definitely help you. Or, as always, if you do need more treasury recruitment advice, you know where we are. Give us a call. Thanks for your time.
