kitchenfitters
How to get buy-in and budget for direct hiring
Finding the right kitchen fitter/installer is as crucial as the planning and usability development stage. There is no point wasting time getting the plans and functionality perfect if the outcome is a poorly finished job. You should hire a skilled professional who fits a superior quality smart-looking brand new kitchen for you. professional-kitchen-fiiterYou need to look for a kitchen fitter that understands what you want and has your best interests at heart. Don’t feel obliged to sign up straight away with any local fitter. Most good-quality ones will provide a free quote and meet with you to go through what you would like. If you are on the same wavelength as them and would be happy to tell them you want changes, that is a good starting sign. A good fitter will also look at your plans and be honest with what they think, any tricky areas or suggestions that would work with what you want. If all they want is to discuss money and don’t show any interest in your designs or place, it is a good indication to steer clear. A good fitter sees his work as a visual CV, so he will be striving to do the best job he can. Finding a good kitchen fitter is not so difficult as it looks. By following these guidelines, you should end up with the kitchen of your dreams.
Step 1: Find out where your candidates spend time
As obvious as it may sound, put yourself in your candidates’ shoes. You need to understand where they spend their time online, what they read, and what social media channels they use. There’s no point advertising for chefs on LinkedIn if they’re spending all their time on Facebook.
Then, once you’ve identified their favourite channels and platforms, think about how you’re going to use them to get your message in front of the right subset of the market, at the right time.
Step 2: Get the conversation started
Do you know what makes your candidates tick? What they perceive as an immediate no-no, and what’s likely to turn their head and pique their interest?
As well as thinking about where candidates spend their time, it’s important you’re also clear on their wants and needs, especially that all-important question – ‘What’s actually going to compel them to want to have a conversation with you in the first place?’ It’s a simple question, we know, but is it one (hand on heart) you can confidently answer right now?
Step 3: Pay attention to your brand
Great, you’ve got their attention! But, oh, wait a minute. It’s gone. Just like that. You’ve hustled hard to reel them in, don’t let your efforts go to waste in the blink of an eye.
While you’ve got your thinking hat on, consider how you’re going to showcase your employer brand and communicate your EVP so that it resonates with candidates and they’re incentivized to continue that all-important dialogue with you. (For inspiration on showcasing your brand read, ‘Top employer branding examples of 2020.’)
And think about how you’re going to capture that interest. Something as simple as having to create an account on your careers site before being able to apply, or an application form that doesn’t play nicely on mobile, could be causing you to hemorrhage candidates.
How to go from perfect first touchpoint to perfect follow-up dialogue
We get that what you’re offering may not immediately set people’s world alight. You may not have the most ridiculous starting salary that knocks all of the other salary offerings out of the park. But you may be able to offer a better work-life balance, greater flexibility, a nurturing culture and perks, such as a free gym membership and duvet days.
These are the things that are going to help compel candidates to gravitate towards you. But they aren’t going to know about these positives unless they’re reflected on the likes of Glassdoor, in your Employee Value Proposition, and in your outreach messaging. So that when you do win their attention, it’s not immediately lost.
Good luck, you’ve totally got this.
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