Talent is a business’s most valuable asset – but how do you win it? Last month I wrote about how to beat large brands in attracting top talent. Today I will focus on the recruitment process.
Here are six steps to beat the skills-gap:
1. Make your company appealing
Remember: interviewing is a two-way street. You need to be sure people are right for your needs and the role you’re filling, but applicants are thinking the same about your business and their career too. Is there a good match” And how can you guarantee that the impression they get is a positive one
Recruiters are often under-utilised in this area. It should be part of every recruiter’s initial conversation with an applicant to find out what they like about their current position, what they dislike and would like to change, what they?re looking for, why and what their ideal next opportunity is.
Beyond this, ensure your offices are suited to meeting with prospective applicants. They?re not just looking at you when they walk in the door but are looking at the environment and other people, seeing if it’s the kind of place they would like to spend some eight hours of their day working in. So if you are about to venture out on an expansion drive, ensure your environment is an appealing workspace first.
2. Personality is critical
If you want to attract a cog in a wheel” then individuals don’t need to tick every single box. However, if you’re a smaller business with ambitions to grow and become a major player, you’re invariably going to be searching for a rockstar. But these aren?t easy to find.
In a small business personality is a bigger deciding factor than for a corporate. It’s easy for people to get lost or blend into a corporate environment, certainly at lower levels, since they will become part of a much bigger engine. But in an SME strong personalities will stand out, even rub people up the wrong way and this can lead to churn, especially when appointing individuals into leadership roles. So it’s critical for you to ensure there’s a good tight fit amongst the team you’re looking to grow. Get it wrong and you could raise stress levels, lower morale and even productivity which in turn could lead to churn.