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Attracting Top Talent in Any Economy

The market is constantly changing, so it's important to keep up with market trends. Although new data suggests mixed economic signals, the need to find skilled candidates still exists. There are available people, but are they who you want? And when you find them, are you attracting that top talent to your company? As a hiring organization, you should not assume that you're the only employer your candidate is considering or that the person you're interviewing is interested in your job or that their current employer will let them walk out the door easily if they give notice.

With many companies looking for top talent, counter-offers running wild, and fewer marketable candidates on the radar, you should be doing everything in your power to attract that top talent. The following steps can be helpful.

1 - Market your company
Companies are interviewing every day for potential candidates. The candidate comes in, you describe the position, you ask a few questions, maybe they ask questions, and then you send them on their way. Why should someone work at your company? Are you educating top talent about why you're a great place to work?

Whenever possible, take good candidate prospects on a tour of the facilities, show them where new business or technologies are coming in, discuss how your organization insists on regular training, promote your low turnover rate, and explain your diverse business mix. Whatever the reason, promote why they should work there. You can't assume just because someone shows up for an interview that they're ultimately interested in your open position. Find out what is motivating the candidate's search and market to it! If you don't tell candidates why they should work there, no one will.

2 - Build rapport
Recently, one of my associates was recruiting for a manager in a technical department. The company interviewed the candidate, gave him a facility tour, and sent him on his way. The candidate was three hours away and was brought back a second time for a 40-minute interview. The candidate was made an offer and declined due to a lack of comfort. Even though the client had met with him twice and took him on a tour, the candidate felt that he never connected with the client. Build rapport!

For good prospects, take the extra time to take the interviewee to lunch. This is a great opportunity to find out more about this candidate and how your candidate communicates in a more laid-back environment. If this candidate is a relocation prospect, take the person on a tour of the area or invite their family to come see the facility and community. In addition, allow candidates to job shadow a key performer in your company. Candidates aren't only selecting a company; they're selecting the people who interview them and the area around them. Get them to buy in.

3 - Keep your process timely
It's been easier in the past to stretch out the hiring process. Previously, there were multiple candidates and fewer job opportunities, and it was okay to take your time. But now, it's time to pick up the pace. The market has changed, and those who act quickly get the best hire.

Marketable candidates are receiving multiple offers. Once they decide to start looking, there are many opportunities. Candidates get turned off by long hiring processes. When you take too long to decide on a candidate, the candidate starts to believe that you may have questions about their abilities. As a result, they become less confident in their interest for your organization. Moving quickly through the process sends a clear message about your organization: “We can make decisions quickly; this is how we do business - fast . . . we want you!”

4 - Don't just make an offer; make the best offer
What is your offer process? Do you send it via email or overnight it? Do you tie a time frame to your offer? Again, build rapport with your prospect and the offer that you're making. If the candidate is local, you may consider bringing them in to make the offer face-to-face. If not, make an appointment to discuss the offer during the evening hours so they can be at home without work-related distractions. This creates a great opportunity to work through any issues that come up immediately.

Whenever possible, have the hiring manager follow up with a phone call after the offer has been presented. Tie timelines to your offers. Depending on the job, having an offer valid longer than 48 hours can result in counter-offers, resulting in your back-up candidates losing interest and allowing time for another potential employer to make an offer to your prospective new employee. So be sure to set a deadline with every offer you extend.

The market is tight, and good talent is difficult to find. If you haven't reviewed your process recently, it might be a good time to evaluate it. Making a timely hire can only help your bottom line. If you would like a review of your current hiring process on a consultative basis, contact us for more information.

(As always, we value your input regarding the content for our newsletter. If you have any ideas or suggestions for future topics, be sure to contact us at melinda@thepittmangroup.com. We look forward to hearing from you.)