How to Attract Top Talent
It’s no secret that the way we attract top talent has evolved over the years. It’s a hot market - employees are currently being paid top dollar because of the low number of qualified talent in the marketplace. Between the realms of education and overall experience, exceptional talent is slim – but they are out there. Consistently we hear our clients ask how to find the best talent; so we are offering our tried-and-true tips to help HR leaders and their teams elevate their positioning in this challenging employee market.
1) Post jobs in the right places
Believe it or not, there are more than 3,000 sources across 80 different countries where recruiters can post their open jobs. Thankfully, technology makes this process easier. Within these 3,000 sources, we find it imperative to post open positions at local college and university job boards – and their corresponding social media networks. Many graduates – whether a recent graduate or a 20-year alumni – stay in close touch with their alma mater and pay attention to their external jobs posted. A former place of education is a safe, reliable source for many graduates. However, if your team wants to truly take advantage of this endless supply of connections, the best place to start is with a conversation. We recommend connecting with the alumni relations department and the school's career center. These resources are deeply immersed in alumni and are often untapped, even though they can offer relevant employee leads.
2) Go beyond the LinkedIn request; make a candidate connection
Millennials are strongly moved through experience, more than any other generation. When recruiting candidates, moving beyond a LinkedIn request to a tangible experience can go above and beyond. Ask to take a candidate out for coffee in a trendy neighborhood location, or if it’s a more senior or executive open position, a newly opened restaurant might be more appropriate. This spin on a classic tactic shows that you value where you take them, that you've carefully chosen the location, and that you're willing to invest in them. This new way of interviewing also implies that the company culture is one of experiences, meaningful conversations and longevity.
3) Prioritize coaching
Assure the talent you work with that you will coach and guide them through the interview process and if they are fortunate to get the position, additional career coaching and mentorship is an opportunity for them. Millennials thrive on mentorship and coaching and if this is not an area that your company has developed, we highly recommend considering creating a simple program that helps provide mentorship, coaching and career pathing. These are important to attracting and retaining Millennials. According to the SuccessFactors Workplace 2020 study with Oxford Economics, they found that two-thirds of Millennials say they would like informal feedback from their managers at least monthly. In 2016 alone, we saw a huge spike in companies offering mentorship, or even reverse mentorship programs.
4) Use technology to your advantage
Ensure your teams are staying up-to-date on technology and online advertising to promote open jobs in the best way possible. The social media world is always changing and staying on top of this relevancy is important in recruiting top talent.If your website isn’t mobile optimized, we recommend taking strides toward development. Further, ensure your jobs can be applied to from a mobile device. If a phone isn't directly in the talent's hands, they are almost always within three feet of them. Desktops and laptops certainly have a place, but when it comes to applying for jobs, talent will first look on their phones.Once your website is established, begin SEO (Search Engine Optimization) and SEM (Search Engine Marketing) for your company, if you haven't already. Develop a strategy around these fruitful search technology advancements to ensure your company is getting noticed and attracted by top talent.Social media is an ever-changing, ever-evolving beast, but what is proven to work is social media advertising. Brands are promoting their jobs to potential talent through Facebook, Twitter, LinkedIn, YouTube and other platforms. Define first where your potential talent may be and focus on advertising on those platforms. A 30, 60 or 90-day test will help you discover the platforms that provide you with the most credible talent that lead to placement. Always, always, always test your social media campaigns to maximize your time and company dollar.
5) Ensure culture and corporate social responsibly are woven into your job descriptions, and company website
With Millennials projected to make up more than 75% of the workforce by 2025, it will be important for brands to showcase their genuine culture and corporate social responsibility (CSR) within each job posting and on the company’s website. This Millennial generation cares about social justice and giving their time and effort to organizations that support their personal life preferences and nonprofits. If your company is involved in the community through specific CSR initiatives, be sure to include that near the top of the job description - don’t just save it for the last bullet.
6) Help talent visualize the job
Bring a company video into your initial talent meeting. It does not need to be a formalized video – it could even be captured on an iPhone. The goal is to provide your talent with a sneak-peek of the position or– something about the company (such as the culture) that the everyday person would not know about the organization. Millennials value exclusivity and experience; if you can provide them with something a bit more experiential, it may continue to increase their desire for the job and hopes of longevity at your company.We hope these tips are helpful as you navigate through this employee market. As always, we're here to help you adapt at the speed of change, including keeping up with the latest trends in talent acquisition. For more recruiting tips and tricks or to find out how to optimize your existing HR technology, contact us today for a complimentary one-hour assessment.
