The war for talent requires a new approach to recruitment – one that considers the influx of Millennials (workers born between 1979 and 2000) and the changing workplace paradigm. It’s not about filling posts but finding, attracting and securing the very best talent possible.
Effective people management and highly engaged employees are at the heart of business growth. While talent management may once have been the sole concern of HR, it is now firmly on the boardroom agenda as directors realise that talent determines growth and longevity. But let’s be clear. The word talent has become ubiquitous – used as a synonym for the whole workforce rather than an expression of the most skilled and capable. The war for talent is about attracting the best, with the skills and expertise to help propel businesses forward. As more knowledge economy businesses are born, the importance of nurturing and protecting human capital will only grow, for without it, these businesses cannot compete.
The war for talent is increasing – in 2014 62% of UK employees reported recruitment and skills challenges, up 20% from 2009 according to findings from CIPD/Hays. The best candidates have more control and choice than ever – they are searching in a prosperous job market, can afford to be choosy and expect multiple offers during their search. Without an increased understanding of the expectations of today’s most talented workers, businesses stand to be left behind and losing out. Remuneration is no longer the biggest draw– culture, environment, sociability and quality of life are also on the bill and these require something quite different from employers.
So as the talent pool dwindles and the fight to find the best intensifies here are nine tips to improve your approach to recruitment:
1. Know your audience – The talent you’re searching for will more than likely come from the Millennial generation. Understand their wants and needs (in relation to benefits, career path and working environment) and match the organisation to them.
2. Be clear – The search will be more fruitful with a detailed job specification. The focus should be on intelligence, attitude, ambitions and personality type as well as skills, experience and education.
3. Establish who really wants it – Make the recruitment process valuable. Ask candidates to deliver a piece of work or solve a challenge rather than just sending a CV. This will reduce the amount of unsuitable candidates that apply and increase the quality of those that do.
4. Invest in interviewing skills – Make sure those hosting the interviews know how to do so effectively. Look at metrics to ensure candidates are compared fairly and consider if they fit with working practices, culture and team values.
5. Use your culture and environment – Millennials need the right social and collaborative culture in which to thrive. While some of the interview process may need to be formal, take candidates into the workspace to sell the culture, facilities and ethos.
6. Think laterally – A US survey showed that 32% of C level executives would let top-talent candidates choose their own job titles if it helped to bring them on board. Think beyond remuneration.
7. Use social channels and all the information it gives – Social media channels provide ample opportunity to identify those with relevant experience, build a picture of their qualities, lives and priorities and make an approach.
8. Use your employees – Talented people gravitate toward talented people. Incentivise employees to make candidate suggestions and build a team of their trusted peers.
9. Show the career path – Progression is important. Showcase the opportunities for progression and career development a part of your job advertising and interview process.