Winning the war for talent

Recruiting talent in the modern, globalised economy is a difficult task. The advent of social media platforms like LinkedIn, Facebook and Instagram have created more channels to connect with talent; the need to create sophisticated strategies to attract talent; and have delivered many more avenues for talent to source multiple, concurrent competing job offers.

Recruiting talent in the modern, globalised economy is a difficult task. The advent of social media platforms like LinkedIn, Facebook and Instagram have created more channels to connect with talent; the need to create sophisticated strategies to attract talent; and have delivered many more avenues for talent to source multiple, concurrent competing job offers.

In this complex environment, by utilising the best techniques, you are able to maximise your chances of securing the best talent available to you at any given time.

One of those techniques is to ensure that your recruiter, either internal or external, has an adequately extensive network extending to all of the various channels available to you. You should ask them about their talent sourcing strategies and expect that they will respond with a comprehensive methodology involving advertising, social media and most importantly, networking with existing clients and candidates to seek referrals, as the best talent is not often actively seeking work. They are gainfully employed and being well looked after by their current employer. A good recruiter will sell the opportunity and attract them away, at least for an initial interview. After all, what have they got to lose?

The other and arguably most important technique is to manage the recruitment process professionally, with speed and with purpose. Start by having a clearly defined job description and a clear understanding of exactly what you are trying to achieve by hiring this person. What are the technical and behavioural characteristics that will ensure their success in the role? How will you measure their success? How will you reward it?

Always respond quickly to any application, whether they are suitable or not, and treat each candidate with the dignity and respect that they deserve as a human being. If the candidate shows potential, engage them. Once you feel confident that they might be successful, sell the opportunity to them. Pique their interest, because they will almost certainly be considering more than one opportunity.

Move candidates through the recruitment process quickly. Provide feedback promptly, give valid reasons for why they have missed out, or what they could have done better. This will ensure they speak positively about your business in future. Treat them poorly and they will not.

Once you have completed the process, be decisive. Make a decision quickly following final interviews and make an offer immediately. The more time that passes between a final interview and an offer, the greater the chance of losing them.

Recruitment is a simple process. People wish to be treated with respect and professionalism. Think of the times you have had a poor experience as a candidate. I’m certain the employers would have been slow to respond and poor communicators, who left you feeling anxious with a lot of questions left unanswered.

Don’t be that kind of hiring manager. Do your preparation. Define your target. Execute the process quickly and purposefully. Treat each person you interact with well. Your team will grow faster and your reputation even faster than your team.