Great talent is a must for great business, Christina Lattimer writing for Inc. reminds us how:
The way we attract and retain highly talented people has been one of the major priorities for Human Resources for a number of years. As the competition for the best talent grows; businesses must reduce the disconnect between their talent requirements and the strategies and processes which underpin them.
It will come as no surprise to you that research shows the power has shifted from the employer to the candidate. This means attracting the best talent is not just about profiling the role and your organizational fit, it’s much more about finding out what likely candidates will want from you as an employer. Your new talent strategy should include:
1. A flexible forecast demonstrated in this HBR article which cleverly describes how a “supply chain” mentality around your strategy for managing talent can help you focus on accurate timing and speed to cut out unnecessary surplus talent hires and also to be able to react quickly to get the talent you need.
2. Researching the market, finding out where your potential candidates are looking for their next role. Not only engaging with people actively looking, but finding out where highly talented people who may not be in the job market at the moment hang out.
3. Knowing your competition and what they are offering. Where necessary extending the value proposition, your competitors are offering in both financial and non-financial reward.
4. Being transparent with an unbridled commitment to transparency which means being upfront externally as well as internally about what you have to offer.
5. Getting feedback on your attraction strategy to find out what works and what doesn’t. Assessing your most successful recruitment strategies and matching the cost against actual performance at stages in the employment lifecycle to measure ROI.
6. A well thought out employee value proposition is essential. Flexibility, working across geographical boundaries and allowing an enhanced work/life balance are usually on the list of highly talented people and so your infrastructure should be sufficiently robust to be able to satisfy those expectations.
7. Create a potentials network using social media and technology as well as physical networking events to create a potentials network. Engaging top talent at the earliest opportunity is essential.
8. A simple application process. It’s no good having a 10-page role profile or a recruitment process which does not allow highly talented candidates to apply from the comfort of their own preferred device. The application process must be slick, accessible, speedy and easy to complete on all devices, especially mobile.