tALENT

Attracting top-tier talent to drive your company's vision

By Cam Upshall, Director & Co-Founder
on January 4 2019
tALENT

Attracting top-tier talent to drive your company's vision

By Cam Upshall, Director & Co-Founder
on January 4 2019
Talent is what drives good business, so a company is only as a good as its hires. Unfortunately, attracting the right hires in this extremely competitive market is the challenge that even the best companies face! It's best to guide your talent acquisition team to think out of the box when attracting future employees.
The current job market puts candidates in power, and with more companies turning to innovation top-tier professionals have their pick of sizeable compensation packages and cool offices, complete with napping pods and foosball tables to boot.

What stands out clearly is -- if your company doesn't market itself properly, it won't attract top talent. Which will limit your ability to grow and shine above the competition.

For the company to attract high-quality talent, it needs to differentiate itself from its competition by showing potential hires how your company suits their personal values. Guiding them on how they can reach their goals within your organisation and demonstrating their value is paramount.

So, here are a few tips on how to attract and identify top talent that are definitely worth considering.
Offer flexibility, not money
Gone are the days when job seekers sought suit-and-tie office environments with basic compensation packages. These days, candidates are looking for more. Maybe they want work-life balance and a sense of individuality. Or perhaps they're looking for extended annual leave so they can travel, paid volunteer days, flexible payment schemes, or the option to work from home.

As a company, it's important to understand the motivations of job candidates. And while it's easy to lure potential hires with hefty salaries, it's often more important for individuals to derive value and meaning from their work rather than a bigger pay packet. They want to know how their contribution fits into the big picture and how their work impacts corporate success.

A job isn't just something that pays the bills anymore, it's a part of life -- and it needs to fit around people's lives, not the other way around. This is a huge shift from the status quo that we've known since our own careers commenced.
As a company, it's important to understand the motivations of job candidates. And while it's easy to lure potential hires with hefty salaries, it's often more important for individuals to derive value and meaning from their work rather than a bigger pay packet. They want to know how their contribution fits into the big picture and how their work impacts corporate success.
Give candidates a great experience
The interview experience is part and parcel of your company experience and reflects your company's values, work environment, and corporate ethics. Right from the application process -- whether your company was prompt, clear with its instructions, or genial -- up until the moment they walk through your company's doors, an impression is formed.

Nowadays candidates are as much about interviewing companies to make sure they're the right fit for them, as the other way around. From the start candidates get a peek into what it would be like working for your company, so make sure you give them a great experience from the start.

Your talent acquisition team is your first line of offense in showcasing what it's like to work at your company. Innovative companies treat this as a PR opportunity, promoting people and culture at roadshows and industry events. This gives candidates the opportunity to gauge whether or not your company is a good fit for them, and if it takes investing in their people seriously.

The bottom line is -- if you don't end up hiring that person, impressing a positive interview experience upon every job candidate is a great marketing opportunity for your company. Think of your employees as your home-grown brand ambassadors.
Focus on the individual during interviews
Gone are the days of rigid suit-and-tie panel interviews where human resource personnel ask "Where do you see yourself in 10 years?" These days, companies are encouraged to have a laid-back and relaxed interview environment where they can get to know the candidate on a personal level.

Of course, you want to hire individuals not just based on their resumes but on what they can do for your company's culture. Think about your company's mission, vision, passion, and needs. Then, take a look at the candidates and see how they fit into the picture.

By doing away with the typical questions, you're removing the risk of rehearsed answers. This way, you get to know more about the candidates on a more authentic level, providing better insight into how they can contribute and fit into your team.

Now I've got you thinking jump on the Trampoline! Go check out High-Performance Leadership, get the app for free and click Start today! I'm confident it's unlike anything else you've tried. And that's deliberate! For change to happen you have to do things differently, right? Keep on experimenting and inventing - that's what gets you leaps and bounds ahead of the game. Get High-Performance Leadership and start improving straight away - test it for yourself and then try it out on your team! Go on...what are you waiting for?!

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