talent aquisition priority #1

Recruitment branding should be at the top of the list in 2010 for companies. Even though the economy is showing signs of making a comeback, there are still plenty of people out there looking for jobs. And although this may seem like a good thing for recruiters, it seems to actually be a time suck.

People tend to submit their resumes for every single job they find, and often without reading the job description or considering the type of company at all. But sometimes the blame has to lie on our shoulders for not blatantly showing candidates what we’re all about.

Branding is a key element of talent acquisition. We all want ‘top talent’, no company says “hey lets find mediocre talent!”. Top talent, however, is not the same for everyone. What we really need is the RIGHT TALENT! And that can only be found by showing candidates who we truly are. Honestly portraying your organization’s strengths and culture helps candidates identify with your company, and therefore, have a better chance of being the right fit out of the gate.

By not promoting who you are as an organization new employees tenure may be short lived. According to the Employment Policy Foundation, making a bad hiring decision costs an organization approximately 25% of that employee’s annual salary. That’s an average range of $6,803 to $19,465 per employee!

In order to create an honest and successful recruitment brand for your organization you must asses and highlight your strengths. For some this is easier said than done. If you do not already have a clear vision, mission, and core values you will need to go back to the beginning and do that work (that will be a whole other blog post!) Armed with clear facts about who you are as a company you can then put together a recruiting strategy.

Develop a list of 5-10 messages you feel that candidates must know about your organization. These messages can be things like advantages and opportunities employees may gain by working for you (i.e. opportunities for advancement, helping an important cause, develop skills, advantages of working for an industry leader, chance to reap generous benefits and perks).

By being honest about what it is your organization can offer you will find candidates that share the same values. For example, do your employees work long hard hours? Well, what do they get in return? Are they compensated very generously? Does it give them the opportunity to advance quickly? Even if there are aspects of your organization that can come across negatively try to find the positive spin. Yes we expect you to work 60 hours a week, but your will advance your career significantly in a  short period of time.

The next step is to put these messages into practice. There are many ways to do this. I am a big fan of social media, using tools like FacebookTwitterBrazen CareeristLinked-In, your corporate website, etc to get the message across are the best places to start. Invest in services to help you. Talent Management Software can help you build a job portal that mimics the appearance of your corporate site and CareerBuilder can help your career portal by creating a personalized skin for you online job postings, Creating a Facebook page that talks about who you are, your values, even employee testimonials is another place to start. These are fairly easy an inexpensive places to start.

If candidates know who you are and identify with that culture you will start to see the right talent being attracted to your company, and the right talent will be more productive, have higher job satisfaction, and prove to do more quality work, and isn’t that what every organization wants to see?

Leave a Reply

Your email address will not be published. Required fields are marked *

Go Top