My name is Kelly, I’m the Head of Programs and Partnerships at Inkling Women, and I’m excited to make a guest appearance on the blog today to share my tips for attracting and engaging the right talent for your organisation. In business today, your people are what gives you an edge over the competition, so it is more important than ever to make sure you are attracting the right people. Let’s jump right in!
Today’s talent is more discerning than ever before. They are more inclined to know the types of organisations they would like to work for, the culture that will suit them, and the type of leader who will get the most out of them.
They will be interviewing you as much as you will be interviewing them, and doing as much, if not more, due diligence on the company than the recruiter will do on them.
Today’s talent is vocal and resourceful; they will rate you on sites like Glassdoor, tweet about the interview process, and talk about you on LinkedIn. In the current fast-paced talent market, you need to be strategic about the way you recruit. These 5 tips will help you shape your talent acquisition roadmap and future-proof your hiring process:
1. Create employer brand awareness
Your brand as an employer must be as strong as your consumer brand in order to cultivate awareness of your organisation as a destination of choice for the right candidates. As a start, get your Employee Value Proposition (EVP) in order:
- What are your best people saying about the culture?
- Why do they stay with your organisation?
- Why are they successful there?
But a word of caution; your EVP needs to be real, and therefore it won’t appeal to everyone, and that’s ok. This means that the quality and fit of interested candidates will align more closely to the skillset and culture you are looking for.
2. Walk the talk
Now that you have the talent’s attention, how do you keep it? They aren’t going to accept your EVP at face value, they are going to want to know more, and it’s likely they will turn to the internet for some cyber-sleuthing.
Get your best leaders involved. Ensure that they have excellent LinkedIn profiles that talk about what they do, how they do it and how the culture supports them.
Talent today is driven by connecting to a mission and purpose; the “why” behind what your organisation does. They will want to know that the work they will do matters and how it is done. They will want to see this demonstrated from the top down. Make sure your website and social media tell stories of giving back, of innovation, and how your organisation is making a difference.
3. Engage them early
Encourage your Talent Acquisition (TA) team and hiring managers to connect with potential talent prior to recruitment needs arising. The most successful and retained talent within an organisation are connected heart and mind to the company, and outreach helps to create that psychological contract early. This allows the talent to know the company from the inside and connect to the values. For those still measuring time to hire, this process can have a major positive impact.
4. Select the best of the best
Now that the time is right for you to recruit, you already have a pool of quality applicants who are ready to go. The talent know who you are as an employer and what you can offer them. They understand your impact and contribution to the community. Through this groundwork you have alleviated the need for a cumbersome selection process!
5. On-board with care
Everyone’s excited, the offer is out, the contract comes back and then…nothing. Radio silence until your new hire starts 4-8 weeks later. They turn up on the day and no one is there to meet them, their leader isn’t around, but a friendly colleague shows them to a free desk with a laptop. That’s fine, right?
Nope. The research shows the most retained and engaged employees are those that are effectively on-boarded. The outreach that worked so well in the engagement phase needs to continue into the on-boarding phase.
Both the recruiter and the hiring manager should contact the new employee throughout the pre-start period, checking in, sharing information about the team and current activities. If the lead time to start is a longer one, someone from the TA team or the hiring manager should organise at least one coffee meeting to keep that psychological contract bubbling along.
On their first day, your new star hire should be greeted by their leader and shown to their desk which is ready, clean, and fully equipped with all the tools they need to perform their work. There should be time set aside for the team to welcome them into the fold, and a structured on-boarding plan for their first 90 days, and for goodness sake, show them where the bathroom is!
Wishing you all the best for your future recruitment endeavours!
Head of Programs and Partnerships, Inkling Women
Today’s blog is from Kelly Segat, our Head of Programs and Partnerships at Inkling Women. Kelly has held a number of senior management positions within multinational firms, most recently as part of the Global Leadership team at LinkedIn. She has led strategic change management and transformation initiatives with a focus on corporate infrastructure, talent and customer experience for numerous international organisations. With a demonstrated track record and reputation as a transformer of talent and innovative business leader, Kelly is also a highly sought-after coach.