Winning the war on talent – 6 ways to attract the best to your organisation

Winning the war on talent – 6 ways to attract the best to your organisation

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Summary
  1. Understanding needs
  2. Articulate the selling story
  3. Reach the right audience
  4. Take a long-term view
  5. 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

  1. 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.
  2. 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
  3. 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
  4. 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.
  5. 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
  6. 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:

Sponsoring Tier 2 migrants: A start guide to accessing a highly qualified pool 

How the best start-ups hire & what we can all learn from them 

Maintain your company culture as you grow

 

 

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