3 Ways to Win in the War for Talent
People are the hands, heart and soul of all organizations. This requires you to have a plan to attract, hire and retain the best because they are the connection to your customers and the drivers of your results.
With record low unemployment rates, many organizations are feeling the pinch for talent. Those people who want and can work are nearly all employed, leaving a small available talent pool to choose from. This, for many, means we are in a war for talent.
The war for talent isn’t as much about hiring the few people available. It is more about winning in to your organization the talented people who are disengaged in their current organizations. The Gallup Organization shares that nearly 70% of the workplace is disengaged. This isn’t because they are average employees. Rather, it is more likely that their current organization isn’t doing what it takes to attract, hire and retain the best talent. This means that today’s war for talent is more the result of a branding problem than a supply problem.
Seeing this challenge from a new perspective can help you see that many of the disengaged employees in other organizations have the interest and capacity to be amazing in your company if you are able to do these three things.
- Attract. Spread your story about what makes you different, unique and a great place to work. We used to think that sourcing talent meant going out and finding them. Today, sourcing talent is more about them finding you. Work hard to create a dynamic employee-focused workplace culture that values, develops and engages its employees, then share your story. Let your website host a career or job center that tells your story through images, videos, testimonials and other interactive media. Great people want to work for great companies. Get the word out that you are a great company and the great talent will find and connect with you.
- Hire. Commit to only hire people who fit your roles, team and culture. With an expanded amount of interest in your organization, have a clearly defined and well-followed hiring process that clearly states the tasks of each role, and the specific attributes needed to be successful in those tasks. Then, develop an interview process that uses both activities and behavioral-based questions to have the candidate share and prove their skills and strengths, to assess for fit. Be sure that your interview process can assess for team and culture fit. This helps you hire the right people who feel aligned, engaged and competent in your organization, limiting turnover and the need to hire again.
- Retain. Guide, support, develop and coach your employees to give them a reason to perform and stay. By hiring wisely, you help employees feel capable and competent in their roles. Then, train your managers to think and act like coaches to build stronger relationships with employees to better understand, support, guide and develop them. This encourages employees’ engagement, which is a key driver in their decision to perform and remain or to do as little as possible and seek new opportunities.
Win the war for talent by being an employer of choice, hiring wisely and helping your managers learn how to guide, support and coach instead of direct, control and manage. Commit to getting the best employees up front by building an employee-focused workplace culture that creates a dynamic employee experience that attracts top talent to come, perform and stay.
By Jay Forte
Consider reading 3 Reasons Why Your Best Employees Will Leave Your in 2019 (and What to Do About It)