Cracking the Talent Attraction Code
Posted on in Recruiting Strategy
Talent attraction. It’s one of the leading concerns for most CEOs.
Given that your business strategy is intrinsically tied to your talent strategy, it’s surprising many companies don’t have an intimate understanding of their prospective talent. You must “crack the code” in order to attract the best talent and differentiate yourself from your competitors.
We created the Talent Magnet Blueprint to help companies look at their talent attraction strategy differently. By borrowing strategies and tactics from marketing and leveraging those practices across the talent attraction lifecycle, you will be able to find the right people, with the rights skills, at the right time, all while ensuring they fit your culture. The 3-step talent magnet process helps you define who your ideal candidate is, uncover where to find them, and engage with them in a personal and meaningful ways.
For those who are looking for the Reader’s Digest version of how to become a talent magnet, here’s a roundup of what we’ve covered over the last few weeks:
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Candidate personas serve as the foundation for your talent attraction strategy. Have you invested the time in developing them? Download the Talent Magnet Blueprint to learn why you need to create them, how to build them and get access our “Candidate Persona Template” to make this process easier.
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Your Employee Value Proposition (EVP) is critical to your talent attraction success. Every company has one, but not every company has bothered to curate theirs. Have you purposefully developed yours or have you allowed external forces to tell your story? Read more about how the MVP in your talent attraction strategy is a well crafted EVP and learn how to create one.
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Marketers know how to sell and your talent attraction efforts must do the same. Leading companies create compelling job ads to fuel their efforts. If you are still posting old, stale job descriptions with a laundry list of responsibilities and requirements you are sabotaging your own efforts. We’ve explained the difference between a job advertisement and job description in the blog post “Killing Your Talent Attraction Efforts One Job Description at a Time.” If you do only one thing in 2017 to improve talent attraction, let it be the switch to job ads.
In addition to these resources from Talent Point Consulting, ERE Media’s Talent Management and HR blog had a great post about creating valuable employee surveys, a key component of creating an Employee Value Proposition.
Digging through their archives a bit also provides a great explainer of the differences between job descriptions and job ads.
With all of these resources at your disposal you’re well on your way to becoming a talent magnet that can’t be ignored.
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