Talent recruitment is the most important priority for organizations and leaders today. Having the right people in the positions that drive the business forward is vital.
Too often, leaders hire someone to fill a position because the need is urgent. It’s understandable that managers might want someone — anyone — in place when gaps in roles often last for months. The problem is that rushing to fill a position so that it’s not empty means often settling for someone who will do, rather than finding the ideal candidate; this is counterproductive in the long run.
The Challenges of Talent Recruitment
There are a few reasons why finding and attracting the best, brightest and most experienced candidates can be a challenge.
- Leaders whose mindsets are stuck in old methods of acquiring talent. They use the same job boards that they’ve always used, giving details about the roles that need to be filled, and don’t find the most talented and creative folks.
- Younger workers are not loyal to their employers in the way earlier generations were. Statistically, Millennials and subsequent generations are more inclined to look for new (and better) opportunities within a couple of years. The so-called “Great Resignation” has shown us that the days of staying with an employer for decades or an entire career arc are long gone.
- What attracts the most talented workers has changed. At one time, a good salary and benefits would draw in qualified candidates for most roles. Now, particularly after what we learned from adapting to Covid, employers need to offer different perks. Workers want the flexibility to work remotely some or all of the time, mental health support, compassionate leadership and actual work-life balance.
- Retention is a challenge. This is especially true when employees feel overwhelmed and unsupported. Employers need to keep good team members happy, engaged and supported. If they don’t, they risk having their top performers poached by other organizations that are prepared to offer more.
There are many reasons why good employees leave an organization. Spoiler alert: more money is not the main reason! Folks will leave a toxic workplace or an organization with values and a purpose that don’t align with their own.
Others may feel overworked and under-appreciated, long for more flexibility or want more opportunities to learn and grow into other roles.
Talent Recruitment Strategies that Work
What can managers and leaders do to recruit and retain the cream of the crop?
- Continually look for new talent. Don’t wait until someone leaves! Successful organizations watch for talented individuals to add to the organization, either right away or in due course. It’s helpful to develop relationships with potential prospects so that there are candidates to court when a position comes available.
- Think beyond the most high-profile roles. Many times, employers will focus on a select few positions that they identify as critical. It’s important to consider the adjacent roles that support the success of those high-flyers and consider that they are likewise vital to the success of the organization. Just as a sports team needs each position filled with a quality player, successful organizations build a solid team with myriad talents to support the star players.
- Consider which employees show promise. Build a robust and effective succession plan that will help team members develop and grow professionally, building their experience and knowledge so that they are poised to move up into roles as they become vacant. What do they need to be ready? This will range from mentoring and opportunities for new assignments to professional development courses and coaching.
- Focus on building a good culture. Studies show that folks leave toxic work environments. The best strategy to recruit good people is to build a company culture that thrives so that existing staff members speak highly of the organization to others. Create a reputation for the organization that attracts high performers.
- Consider the offer that’s made to prospective employees. What do the top performers in your industry want? Talent recruitment requires managers, leaders and HR professionals to know what offer is going to make the organization attractive to the best candidates. Is it the opportunity for professional development, such as coaching and peer learning? Certain perks? Flex work policies? Great leadership?
- Harness the right recruitment channels. Leverage the right platforms to advertise career openings. Where are the top candidates for your industry looking? It might be Instagram or LinkedIn, an employee referral program or a recruiting platform with an algorithm that screens out the least suitable folks. Ensure that recruiting pitches focus on why the candidate will want to join the organization, what makes the company culture special and which rewards are being offered. Promoting the company culture and the benefits of joining the organization seem to be the winning combination.
Investing time, engaging others in the organization, strengthening the culture and thinking strategically and creatively can help to strengthen your potential candidate list for talent recruitment. This results in stronger, more successful hiring and retention of new employees.
Today’s blog post was the start of a series of five posts on the topic of talent management. Coming up over the next few weeks:
- Talent Management: Onboarding (blog post drops October 15, 2024)
- Talent Management: Professional Development (blog post drops October 29, 2024)
- Talent Management: Retention (blog post drops November 12, 2024)
- Talent Management: Change Management (blog post drops November 26, 2024)
Coach’s Questions
How successful is talent recruitment at your organization? What do you do well? What could you do better or differently?
This week’s Coach’s Questions Blog is written by Padraig Coach, Cathy McConnell. Next time, part two of our five-part Coach’s Questions series about talent management will overview best practices for onboarding new hires.
