The war on talent has been discussed with regular frequency since it’s surfacing a few years back, however the concept is not new. While the war on talent takes ever-evolving effort in this rapidly changing job economy, there are many things you can do to ensure your company has a clear competitive edge. We work with company leaders and HR team members from all across the country who are fighting the good fight to attract and retain top talent. We’re here to share with you a list of the top 7 things you can do today to ensure you win.
1. Culture pulse check
By now your company likely has a clearly defined culture, but does the company actually walk the walk when it comes to displaying said culture? Time to perform a culture pulse check. Up the ante by seeking feedback from trusted outsiders who can summarize your company culture and employee experience. Do their words match your companies culture goal? Land top talent by that having a cutting-edge culture and seamless follow through.
2. Job with a mission
Long-gone are the years where people worked one mindless job for the duration of their career. A nationwide talent shortage means that job seekers have plenty of options, and won’t settle for mundane experiences. Today’s workforce wants to know, definitively, how their daily work is making an impact —whether it be big or small. Making the mission an integral part of the job description, interview, and hiring experience is sure to earn buy-in and commitment from the very beginning.
3. Company with purpose
Similar to searching for a job that makes an impact, top talent want to know that the company they are representing stands for something positive and impactful. And we’re not just talking about the annual monetary donation to the local food bank around the holidays. What steps does a company take day-in and day-out to positively move the needle? The conscious capitalism movement – be good and do good – is here to stay.
4. Benefits and perks
Though pay is a primary consideration, it definitely isn’t everything. Attracting the best of the best means that you’re going to have to add value beyond mission, purpose, and a rock solid culture. Creative perks have become the standard in today’s competitive job market. So if you want to attract talent that will outperform the rest, you’re going to have to think well beyond Friday afternoon happy hours.
5. Right talent for the right job
Arguably one of the biggest lessons to take seriously is the power behind attracting (and closing the deal on) top talent. Using Predictive Index assessments to strategically hire the right type of person with the right traits for the job is a surefire way to outperform the competition. And happy people who like and are good at their jobs tend to stay! Don’t rely on your gut instinct to steer you in the right direction; as humans, we tend to suck at this.
6. Solid job description
We can’t even begin to tell you the number of times we’ve viewed a job description that was loaded with red flags. From grammatical errors, outdated language, to mismatched information, every second matters. You only have a few moments to capture the interest of a job seeker before they’re on to the next. Is the job description up to date? Does the language and vibe match your company? Does the job seeker feel that you are transparent in the offering? Give them everything they may want to know up front in order to begin earning their trust. Don’t forget to tailor the job description to WHO you are looking for to do this job!
7. Follow through on the details
Job seekers today are savvy beyond measure. And when it comes to a job market as tight as this you can’t afford to let the details slide. From every phone conversation, the job description, interviews, handwritten thank you notes, etc. you, the employer, are being measured. Think of it as dating. If you don’t measure up quickly, they’re long gone. So don’t be slow or reactive in your hiring methods. Get with the program, because if you snooze you lose!
