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Posts Tagged ‘winning the war on talent’
Thursday, May 6th, 2010
 In continuation of our most recent post The Talent War Has Begun…How Will You Prevail? Part 1 we covered a few simply, yet strategic, recommendations of getting ahead in the war on talent. These are taken directly from our consulting with organizations who are either behind the curve or fighting to stay ahead of the curve!
Additional thoughts and suggestions from our team includes the following:
Don’t ‘bank on’ your network or the people that come to the top of your current employees’ minds. Just because someone came to mind quickly doesn’t ensure they’re the best fit. Low hanging fruit may get you fruit, but it may not be the highest quality provided by that tree. Engage the help of experts who focus on networking with, identifying and building trusted relationships with the top talent in a given area.
Be ready to narrow the pool of candidates and make a decision on your top choice. When you’re hiring, your reputation is being explored by qualified candidates just as much as you’re exploring theirs. By remaining focused on your talent search and making swift decisions, you demonstrate to the talent pool that you’re serious about solving problems. On the other hand, a long, indecisive process can give the perception that you’re on a ‘fishing expedition’ to see what’s out there. The best candidates won’t appreciate this, nor will they need to endure it. They won’t need to, because your decisive competitor will have just hired them.
Think and act proactively. Organizations that are consistently looking for and are open to being introduced to ‘top talent’ are 10 steps ahead of those who only meet talent when they have an emergency or immediate need. In today’s environment you should be describing the type of leaders, key team players and future contributors that your organization will need to be successful now and in the future. Share with your talent and business advisors what challenges the organization is facing, what opportunities you see on the horizon, where you could strengthen your team and the type of talent that would make the biggest impact on your business. You will be amazed over time how this strategy will pay off significantly and you will never look at recruiting the same.
Finally, consider your whole Talent Management process. Retention is becoming more and more paramount, and should be understood equally or more than recruiting. Consider how you can do a better job of retaining, growing and developing the talent you have. As the war on talent escalates, you must make the care and feeding of your people a priority, or someone else will be happy to take that burden (along with your talent) from you.
Now that we have challenged you on 7 strategic areas to focus on what will you be doing differently? Also, what other areas do you see the need to address as you look at the big picture of attracting, recruiting and winning the war on talent.
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Tags: attracting, hiring, recruiting, retaining talent, talent succession, winning the war on talent
Posted in Employment Brand, Hiring & Recruiting, Interviewing, Recruiting & Executive Search, Succession Planning | No Comments »
Thursday, May 6th, 2010
In the market today, the “noise” is at a considerable volume. There are very talented professionals, who got caught in unfortunate layoffs and are still in transition. There are highly skilled people who have jobs today, but with the positive trends in the economy, are starting to feel less afraid about making a career move. Then, of course there are the plethora of ‘others’ in job seeker mode. Their resumes look fairly solid, and they can interview fairly well, but are they the best fit for your role? How can you feel confident that you’re getting the ‘right’ person for your position? And how can you prevail against your competition to get them?
Based on our extensive experience, here are some tips and suggestions we recommend to get the best talent for your organizational needs.
- Be sure you can clearly identify and articulate the resource needs you have. Be ready to define the details of who you’re looking for as much as what you’re looking for. Understand clearly what kind of person would make the best fit (and be sure they don’t already work for you!) Also be prepared to make the appropriate investment for this talent. Do your research and be knowledgeable before you begin your search process.
- Don’t mistake resume activity for successful recruitment progress. Quantity is different than quality, and as earlier stated, there’s a lot of noise out there to sift through. Questions regarding chemistry, character and cultural fit are equally as important as understanding qualifications. Unless you are specifically targeting the most qualified people, expect that you’re going to have to sift through a massive amount of resumes…and you still may not find the ‘ideal.’
- Recognize that it’s a different market out there today. Candidates are working hard to promote themselves and to ‘fit’ into many different roles. You should explore to clearly understand a candidate’s highest and best use to determine if they’ll bring the right value you need for your organization.
We will provide more to think about in the next post…Part 2 of Prevailing In The Talent War!
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Tags: executive search, hiring, Interviewing, passive candidates, recruiting, retaining talent, talent acquisition, winning the war on talent
Posted in Employment Brand, Hiring & Recruiting, Interviewing, Recruiting & Executive Search | No Comments »
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