- Understanding needs
- Articulate the selling story
- Reach the right audience
- Take a long-term view
- Focus on the profile, not the experience
We had the pleasure to co-organise a roundtable breakfast discussion with Learnitect. The topic for the day – “Winning the War for Talent – Recruiting and Empowering Top Performers” – was addressed from the L&D point of view by Learnitect and from the recruiting point of view by our co-founder Nick Patterson.
How can you attract top talent into your organisation
- Understanding needs: get as much data as you can. Also, use the resources in front of you: what does the hiring manager think. The “needs” are often not “more money”, but instead more soft factors like “room for personal impact” etc.
- Articulate the selling story: job descriptions are typically describing a role in a company, not selling it. Remove unnecessary detail; ensure the company, team and role are being sold; draw out some clear selling points based on the needs of the talent
- Reach the right audience: it’s critical your channel is reaching the right people. Trial different channels and test the effectiveness of each: record hiring metrics like role description views, number of screening calls. This also gives hiring managers the confidence that they are seeing the best people
- Focus on the profile, not the experience: effective assessment requires a clear understanding the intrinsics you want to attract, and a way to assess these. The first step is understanding the intrinsic skills you’re looking for: this is very different to experience.
- Take a long-term view: assess for what you want this person to become, not what they need to be at the start. Interviews are notoriously bad at selection (some studies site below 50% effectiveness). It’s critical the right people are interviewing (i.e., founders might not be the best) and people are trained in interviewing
- Get people “bought-in” during the interview process: case studies allow people to understand the potential impact and excitement of the role. Coaching people during the interview process can make it clear that you value professional development. Have a buddy system – assign each offeree, someone, the moment they receive the offer, who will partner them and welcome them to the company
Take a look at some of our other articles to do with hiring:
An event was hosted my Natwest called Growing inclusive leadership in Tech. The topic addressed was ‘Key ways to create a positive company culture’
On Thursday 28th September, movemeon and On Purpose hosted an event for consultants and ex-consultants interested in building socially impactful careers. We were joined by Parita Doshi, Seigo Robinson, Sophie Runcorn and Jeroen Sabbe. These are 5 of the evening’s top tips
More & more professionals feel they want to do something worthwhile with their career, but are not sure about how to make the shift. Find out at this event.