The War On Talent: Five Keys for Your Recruitment Strategy
I’ve read numerous articles and surveys over the past year and personally spoke to many leaders regarding the “war on talent” we have in the Twin Cities and across the U.S and it’s simply not true…kind of.
The war is real if you are waiting around for the “talent” to come your way. The market is tight, unemployment low and the boomers are leaving by the thousands, but with a well thought out recruiting strategy, the war can easily become a fist fight on the neighborhood playground. This means being proactive when it comes to sourcing candidates and identifying opportunities to fill both current and future talent gaps.
When you create a recruiting strategy that prepares your company or organization for the unknowns of the future, you can avoid the war on talent because you’ll have access to the talent you need when you need it. However, it’s no simple task to create an effective recruiting strategy. It takes time and experience to know what works and what doesn’t.
Below are the five keys to establishing a thorough recruitment strategy, attracting passive or non-active candidates to your organization, and winning the perceived talent “war”:
- Build your compelling opportunity
It’s critical that you are able to articulate your company, core values, culture, training and finally, the role itself. To attract the best talent, you have to be able to sell your opportunity first and then interview the candidate.
- Properly identify both the soft skills and hard skills needed for success in the role
It’s a best practice to take the time to truly understand who the right fit is; in terms of both tangible skill-sets and intangibles, such as personality, culture fit etc. Additionally, be ready to share what success and career growth looks like to the candidate. When candidates see your company as a place that they could be successful and progress in their careers, they’re more likely to take advantage of the opportunity you offer them.
- Identify companies that may possess your identified profile
Remember to use your network, employees and survey where your most successful employees came from. You can list out specific companies or a grouping of companies within a specific industry or from your competitors. This list is what will help you understand where your recruiting calls should be directed so that you can focus your efforts on attracting the niche talent you need.
- Cast a broad net over the entire target marketplace
The good ones are hidden. It’s important to dedicate an ample amount of time to search. This doesn’t happen by chance and takes deliberate and persistent effort. While you are making your recruiting calls, leverage other strategies such as employee referral programs, as they can be extremely effective sources of qualified talent to help build your pipeline.
- Leverage a search firm if needed
If you are struggling or not confident that you can invest the time, look to partner with a search firm who does this every day. Finding the right talent can be a full time job, and that is why so many companies decide to reach out to search firms for additional help. The best recruiters will understand your industry from top to bottom and should have extensive networks of highly relevant talent connections. This is especially true for highly specialized roles. Additionally, recruiters can help you build an effective strategy to both active and passive candidates. It can be a challenge to persuade passive candidates to switch jobs, but with the right approach and experience, selling the opportunity becomes more achievable.
Are you looking for assistance in finding the right talent? Connect with us today.
Other Posts by the Author
- Vistage Executive Summit Recap: Economic Forecast & Recruiting Struggles
- Hiring Trends in 2019 – KARE 11 Interview
- What To Do When A Recruiter Reaches Out To You (KARE11)
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