How To Win Talent Today

It’s a brave new world for hiring managers and recruiters. The question on everyone’s mind: Where is the market headed? And how do you win the war for talent in what is still considered a very tight labor market? We have some ideas.

https://unsplash.com/photos/8pOTAtyd_Mc Adam Jang

It’s no surprise that recruiting and retaining talent is critical to an organization’s success—after all, a company is only as strong as its collective talent. The pandemic has changed what people are fundamentally looking for in a new job — to attract and retain talent successfully, you must consider the realities of the last three+ years. 

Organizations need to think differently about how they are recruiting and what they are offering potential employees. When listing a new opportunity on job boards or partnering with an executive search firm, it’s critical to highlight more than just the job itself. While it goes without saying that money and overall compensation are motivating factors, overwhelmingly, today’s candidates are also increasingly prioritizing cultural fit, work/life balance, short and long-term opportunities, and the ability to either work remotely or in a hybrid model. And it turns out the most common reason people join a new company is the same as why they leave it: career development, or lack thereof.

According to data aggregated by LinkedIn, 59% of employees join new companies for more opportunities and better career growth, while 45% of employees who leave companies cite concerns over lack of advancement opportunities. As well, for leadership searches, best-in-class talent want to know if they will have resources available to do meaningful work, and make an impact. With this in mind, an essential part of crafting a successful talent acquisition plan in today’s market hinges on showcasing opportunities that facilitate career growth.

Here are some top tips to help you attract and retain the talent you need to succeed.

Craft dynamic job descriptions

Want to attract top talent? Woo with words. People are judging books by their covers and jobs by their descriptions—which means it’s vital to convey that your organization is an innovative and dynamic place to work. Entice job seekers by highlighting how they will grow, learn, and make an impact if hired by your organization.

Culture counts more than ever.

If you want to succeed in today’s market, your company culture needs to adapt to the new normal. It’s never been more essential to weave together technology with the human agenda. Have you reviewed and — if necessary — refreshed policies to align to the new culture of work?

• How often can they work remotely?
• Have you crafted a plan that weaves together your remote and in-office staff?
• Do you have a training and development program for new hires to succeed?
• Have you clearly defined short + long term opportunity?
• What is your performance review policy?
• How do your physical and mental health benefits compare with other companies?
• How do ALL these things stack up against the competition?

Curate a well-thought-through interview journey

It is more critical than ever to craft a mindful, well-thought-out, and personalized interview journey.

• Focus on the candidate experience. Communicate throughout the recruitment and hiring process – provide on-the-spot feedback where appropriate. Be transparent about where you are in your journey and ask that candidates do the same. Be upfront about any required case study or skills tests and give an accurate timeline for when applicants can expect feedback. By optimizing the candidate experience, you can avoid some of the hiring hiccups that often arise when trying to secure best-in-class talent. 
• Do your research and offer a competitive salary and benefits. Offering a below-market compensation package for in-demand roles and skillsets is not an option when targeting top talent. Salaries and benefits need to match at least what the competition is offering, or talent will find offers that don’t undervalue their experience and skills. Provide benefits at-a-glance upfront so that candidates understand what to expect. If your budget doesn’t allow for a higher salary, however, investigate what other benefits applicants are interested in that you may be able to offer instead.
• Personalize the interview journey. Involve the hiring manager and team as much as possible. Work to build relationships with top candidates—call to check in, touch base after interviews, and deliver offers personally. All these mindful touchpoints will personalize the process and not only demonstrate your sincere interest but develop a relationship that will (for the candidate) inspire confidence.

• Ensure a timely interview and hiring process. Efficiency is your best friend in any market—move with intention and thoughtfully. Walk through every step a candidate must complete and make sure the process is as streamlined as possible. Top talent will often explore multiple roles when interviewing; if you interview someone with the right skill set who seems like a culture fit—be ready to make an offer or risk losing out to a competitor.
• The hiring process doesn’t end at “yes.” Just because a candidate accepted your offer does not mean that the hiring process is over — nearly 30% of people back out of an offer after initially saying yes. The best way to mitigate this risk is to find ways to stay engaged with candidates during the timeframe between when they accept an offer and their intended start date to reinforce the momentum and excitement around the opportunity.

The bottom-line

The most successful recruitment programs always have an eye on improving their hiring processes (to the benefit of candidates and employees). The recruitment continuum represents an opportunity to showcase and reinforce your culture, mission, reputation score, and brand equity as an employer of choice and market leader.