The Modern Rules of Talent Acquisition – The Hire

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The Modern Rules of Talent Acquisition

Welcome to week three of our Talent Optimization series, the modern rules of Talent Acquisition. In your quest for optimization, after Talent Development, Talent Acquisition is the next stop to find the skills to remain competitive. In fact, a report by Vistage shows 65% of CEOs plan to “hire expansively” in 2019.  So get engaged, and get your leader’s involved, because sometimes the greatest of all talent is following one of your employees on LinkedIn.

Acquisition Starts with Attraction

Building a strong recruiting pipeline now is the best way to reduce the amount of time and energy needed to attract top talent when you need it. But it requires an upfront investment. Your company culture must be strong and thriving to create an authentic presence to potential, future, team members and leaders. Your employees are not only your greatest asset, but your strongest brand advocates.

Employees are your best Social Media Advocates

The people in your organization who are passionate about what they do are valuable partners. Not only are they likely to know other passionate, talented people in their specialty – they are also your best advocates for your culture. This is true in “real life” but more so on social media. Because to reach the people you seek, a person will beat an ad any day of the week. In fact, according to in-depth studies from Nielsen (2015 Global Trust in Advertising Survey), “Word of Mouth  recommendations still remain the most credible.”

Further, research from PWC’s Global Consumer Insights Survey (2019) reports “32% of consumers are influenced to buy a product or service following a positive review on social media.” Individuals simply have a trust factor that [most] brands do not. Add to that the amplification of your posts in direct correlation to your number of employees on social media and you can see how much you can improve your odds of successful attraction.

For your Leaders, Advocacy is the Job Description

We all know leaders set the tone for behavior in an organization, for better or for worse. But read any valid source on leadership development and you will find the evidence conclusive. People really leave because of leaders, even if not their direct manager. Because if people are not inspired by the senior leaders in their organization, it is unlikely the best day-to-day manager can improve their experience. So how can your leaders, at every level, inspire?

A great leader is a good coach and mentor to those they directly manage, and beyond. They show appreciation, acknowledge effort, and validate action. They ADVOCATE for each of their team members in a way that resonates for each person. The more senior the leader, the broader the reach, and the more opportunity to inspire.

How does that translate to Talent Acquisition?

Employees who feel recognized and supported by their leader, and their organization, are more satisfied in their jobs. People who are more satisfied are happy to advocate for your company. They feel appreciated, they show appreciation… and here is the social media bonus, the leaders who advocate for their team members on social media multiply and accelerate their, and the company’s, reach.

Who doesn’t want to work for the leader who publicly recognized a member of their organization for outstanding contributions?

This sounds like a lot; how do we get started?

 

  • Ask your employees to share GENUINE social media content about your company culture – photos or videos of team events or your cool new workspace are a good quick hit on LinkedIn or Instagram. Give them more opportunities to create that content through purpose-driven activities that they define. This not only includes, but should be led by, your people leaders.

 

  • Ask your leaders to not only share content, but to consistently interact with employees, each other, and industry experts across professional media in a way that demonstrates curiosity, professionalism, and is consistent with your organization’s culture and values… this is not just for your promotion, by the way, it’s for their growth.

 

  • Have your Marketing team generate content, discussions, and engagement around key topics and skills you look for, in communities of practice and strategically selected live and virtual events. If you do not have the resources, consider hiring a freelancer or creating a new role.

 

  • If you do not already have one, please set up a good referral bonus program. Your employees, present and potentially past, are your best representatives to people who can thrive in your environment.

These are just a few high-level ideas, get in touch and we would be happy to help you take a closer look at your culture and engage with your employees at every level. That way you will be in the best position to attract, hire, and keep top performers. Come back next week when we will continue this series with a closer look at the Reward and Recognition pillar of your people strategy.

Lisa Crockett is a leader and professional development coach with more than 20 years of experience in Human Resources, Learning, and Performance. To learn more about her professional career visit her on LinkedIn.

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