In the modern world, competition for talent is gaining momentum. Each company comes up with new benefits to attract worthy candidates. The shortage of the best specialists stimulates companies to battle for them. So, it turns to the talent acquisition battle for the TOP employees. How to win it? In addition to the standard set: social package, corporate events, training, growth opportunities, attractive offices, sports, language courses and other standard goodies – the corporate culture and HR vision of the company are important.
Top candidates should match company values. Keep in mind it when forming conditions and attractive offers, so that they attract the exact talents your company needs in order to thrive. If the value of your company lies in brightness and creativity, then you can attract such people in unusual ways, too – starting from a non-standard designed vacancy, it can be, for example, a video vacancy or an unusual text. You should also include something valuable in your job offer (like sports, free lunch etc) when preparing it for your potential employees. If your value is self-development, provide such people with corporate libraries, the opportunity to attend training and exchange experiences, stimulate their aspiration. And remember one thing: the company = the people.
Talent acquisition strategy
Equally important is the strategy of attracting talent in the formation of positive opinion about the company, as well as competent internal and external PR. Attracting successful marketing practices in HR is becoming compulsory; special positions within personnel departments that are involved in promoting employee branding are essential nowadays. In the time of digitalization, information spreads out very quickly and a new generation is increasingly using information about their future employer in the reviews found in social media, which very often become a cornerstone in the decision-making process.
By raising the level of NPS of employees, you create a greater flow of people who want to work in your company. Real talents will be interested in joining a company with a positive image even if its financial offer is lower than the one offered by a company with a doubtful reputation. Many candidates admitted this at the meetings. Forming the best teams out of the best employees can help you attract more and more the same ones.
Develop your PR campaign together with PR specialists both on brand recognition and on the formation of public opinion, use anti-crisis PR with a stream of negative reviews. Define your target audience and organize interesting events from your employees’ lifestyle. Internal corporate culture also allows you to influence public opinion. Each of your employees has a circle of acquaintances with whom they share their opinions about their work. This may greatly help you attract some other interesting candidates.
Use SMM tools both for promotion and for communication with external job seekers, this simplifies communication and makes the company closer and more accessible. In addition, it is an opportunity to redirect candidates to your vacancies. In these messages, the recognition of the value and importance of the team is important. People are attracted to people, it is important for them to know with whom they will work and that the team members are friendly, motivated, reliable, honest, positive, professional, self-aware, and committed to Mastery.
To attract talents to your company, you can use both headhunters and the existing employee development strategy. Fill the company with inexperienced, young but active people, ensure their training and development within your organization, let the experienced specialists to mentor them and you will get loyal employees who will become ambassadors of the company.
In addition to talent acquisition strategy – the tactics are important, too. So, pay attention to the details – to the correctly tailored selection and communication process, the speed of response to requests, and the activity of offers to passive applicants. Keep in mind that it’s a competition you have to win! Hence, be faster, show stability and try to be more advantageous than other companies’ offers may seem. By seeing what’s important for the candidate and offering it, you will definitely win the battle of attracting the talents to your organization.
Carried away by the new HR trends, we must not forget about the needs of people.
The key to success lies in understanding people because they make up your brand and drive success to your company. Choose them carefully, engage them mindfully, and help them keep thriving within your organization.
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