Talent Sustainability Tip #1: Attract

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Businesses of all kinds are showing an increased interest in information related to talent attraction these days, so I decided to share some of my knowledge in this area to help you attract the talent you need. Here is my first tip:

Make sure your website covers all questions and concerns that job seekers may have that are not addressed in the job description.  

For this, you need to have a Careers section on your website. If your site does not currently include one, you are missing out on a critical venue for attracting new employees! Having a dedicated Careers section sends the message that new employees are welcomed and valued.

When we finish reading a job description that sounds like a great match, the first thing we do is go to the company’s website to learn more.  I recommend that the following essentials are covered by the Careers section of your site:

  • Growth & Development:  Job seekers want to know that they will have opportunities for growth and development. Describing these opportunities tells potential employees that you believe in investing in people because they are an important part of your business. Job seekers see the opportunity for professional development as well as the opportunity to progress within your organization.
  • Culture:  Show job seekers what it would be like to work for your company by providing a brief but accurate description of your current culture. We always wonder whether we’ll feel comfortable in a new environment. We all want to know we’ll fit in.
  • Employee Testimonials:  Nothing sells your company better than what your current employees have to say about their workplace. Share happy stories from your employees.

These are some examples of what we can do to meet our employees’ human needs—physical, mental, and emotional. Remember, this is the key to effective Talent Management and creating Talent Sustainability in your organization—Because we are simply human beings.™ 

Talent Attraction 101: Change Your Attitude!

Talent-Attraction-101

You want highly-skilled, highly-experienced, high-performer, high… Oh, wait, you also want diversity? But you just can’t find anyone that meets all of your “highly-required” qualifications. That is because your business is not attracting the right people.

Let’s face it, things have changed! People know the kind of trouble you’re in, and it’s going to get worse! Everyone knows about talent shortage and how valuable their own skills are.  You want to find the talent your company needs?  It’s time to learn Lesson # 1 in talent attraction: You need to change the way you approach people—You need to change your attitude!

Here is what you need to know:

People  are not just looking for the company that will pay the highest price for  highly-in-demand skills. Besides having a feeling of belonging, we all seek to be part of a company whose purpose, values, goals and objectives are in alignment with our own . We also want to work for an organization that makes us feel valued, trusted, and respected. That is because as people, we seek to satisfy our basic human needs—physical, mental, and emotional.

In other words, we want to offer a working environment that is physically, mentally, and emotionally appealing and inviting for your employees. By Physically, I mean that your premises are adequate for the type of work performed in each function of your business and you offer the knowledge, tools and skills employees need to succeed in their roles. By Mentally, I mean that your employees’ goals and objectives are aligned with those of your business. And by Emotionally, I mean that our employees are emotionally connected to not only their co-workers, but also to their jobs and their organization—in other words, your employees love going to work every day because they believe in your purpose, they find joy, harmony and a sense of belonging in their place of work, and all people they work with feel the same way.

If you are a Recruiter, you are probably thinking, “Well, there is really not much I can do about all of this.” Right?

Wrong, as a recruiter you help create the first impression of the company. What  you want to do to attract new candidates is to communicate your organization’s purpose, and how they can be part of something big and meaningful; you want to tell them about your organization’s goals, and objectives and how your company can help them meet their own personal goals and objectives; you want to show them the great culture they can be part of if they join your company, one that not only welcomes and values diversity, but also offers employees a sense of belonging, well-being, and personal satisfaction.

Those candidates that have cultural values, interests, and objectives aligned with those of your organization will instantly be attracted. I believe in this because after all, we are all simply human beings.

Photo credit: asiseeit

How do you think companies should approach candidates to effectively attract diversity to their organizations?

Here is my answer: I believe in treating all candidates equally.

And by that, I mean treating them all as human beings. We all want to be part of an organization that accepts us for who we are. My recommended strategy to attract new candidates is to appeal to their interests and values, but also to make sure that your company has implemented strategies to empower, engage, and sustain current employees, and I mean ALL employees.

I believe that we can achieve Talent Sustainability through a holistic approach that attends to all three aspects of the human being—mental, physical and emotional—ensuring the attraction of new candidates as well as the sustainment of current employees.

Start by not using the term “minority”. The term by itself creates separation.

As human beings, we all seek a feeling of belonging, to be part of a company whose purpose, values, goals and objectives are in alignment with ours. We also want to work for an organization that makes us feel valued, trusted, and respected. That is because as people , we seek to satisfy our basic human needs—physical, mental, and emotional.

In other words, we want to offer a working environment that is physically, mentally, and emotionally appealing and inviting for your employees. By “Physically“, I mean that your premises are adequate for the type of work performed in each function of your business and you offer the knowledge, tools and skills employees need to succeed in their roles. By “Mentally“, I mean that your employees’ goals and objectives are aligned with those of your business. And by “Emotionally“, I mean that our employees are emotionally connected to not only their co-workers, but also to their jobs and their organization—in other words, your employees love going to work every day because they believe in your purpose, they find joy, harmony and a sense of belonging in their place of work, and all people they work with feel the same way.

If you are a Recruiter, you are probably thinking, “Well, there is really not much I can do about all of this.” Right?

Wrong, as a recruiter you help create the first impression of the company. What  you want to do to attract new diverse candidates is to communicate your organization’s purpose, and how employees can be part of something big and meaningful; you want to tell them about your organization’s goals, and objectives and how your company can help them meet their own personal goals and objectives; you want to show them the great culture they can be part of if they join your company, one that not only welcomes and values diversity, but also offers employees a sense of belonging, well-being, and personal satisfaction.

Diverse candidates that have interests and objectives aligned with those of your organization and that are driven by the same values as those of your culture will instantly be attracted. I believe in this because after all, we are all simply human beings.