Talent Attraction and Covid-19: Potential Positive Impacts for Your Company

By RecruiterGuy | May 12, 2020

My belief is good always bubbles up through the bad. In this case, the world is experiencing the worst virus pandemic since the Spanish Flu over 100 years ago. In this terrible situation, what possible good could there be for Talent Attraction?

There Is AMAZING Talent Available to Be HIRED!

While my primary business is Talent Attraction Consulting/Recruitment, for the past 25 years I have coached 1,000 professionals to find new jobs. What have I learned from them? Many companies do not measure Employee productivity well. Do you require that your managers and employees build consensus to determine the 3 month, 6 month, 9 month, and 12 month goals for their positions? If not, how do your managers measure the success of their direct reports? With a Dart and Dart Board?

According to Gallup’s 2018 State of the American Workplace only 33% of frontline managers are engaged in their positions – and ONLY 45% of Executives are engaged in their jobs.

Yes, this information hurts. Is you company one that will accept this challenge and improve? Now is the time your company may identify and hire some incredible talent.

This Time is The Opportunity to Migrate from a Talent Acquisition Model to a Talent Attraction Model

No, Talent Acquisition is not the same, only a different name, than Talent Attraction. They are completely opposing recruitment models.

The Talent Acquisition recruitment model drives the best candidates away from your company.

Begin with your Homepage – is Attracting Talent a priority for your company? Then demonstrate it is a priority! CAREERS in 8 point font at the bottom of your Homepage demonstrates that recruitment is a small priority at your company. During the height of the Dot.com boom in Silicon Valley, my client was a software company. I encouraged them to place a “We’re Hiring!” Button above the fold that faded in and out. It attracted attention and we hired software engineers as a result. We Attracted the Talent!

Did you realize that requiring Professional Candidates to complete an application prior to the submission of their resume will drive Top Talent away like a Tsunami Wave? Companies have conditioned candidates that for all the time spent completing an application, they will never hear from the company. Why bother? Would you complete an application prior to a conversation that created mutual interest? Of course not. Whom do you receive? – the desperate candidates.

Allow professional candidates to simply submit their resume. Your staff should be able to discern the wheat from the chaff without an application.

Let’s Talk Job Descriptions!

Most job descriptions that I read do not describe the job. They are laundry lists of hopes and desires. Would life be wonderful if every Candidate is a Perfect Fit? Absolutely! However, most humans are not perfect.

When job descriptions are not on target what happens? Your recruiters source a pool of the wrong fit candidates. The Hiring Manager selects a smaller pool of the wrong fit candidates to interview. After the interview, the hiring Manager reviews the results and decides this wrong fit candidate is the best they will find. They extend an offer to that wrong fit person – and they accept. Is there any good news? Yes, within 2 months to 2 Years the Right, Wrong Fit person is laid off. And the company pulls out the same old outdated resume. I have been in this business over 39 years. This scenario plays out time and again.

How may you change the results? Do something differently to gain different results.

Require Managers to create the 3 month, 6 month, 9 month, and 12 month goals with their job descriptions. When I know the goals, my focus is completely on target. I measure the candidates against the goals to determine if they have the skills and experience to meet their goals.

How does Talent Attraction Differ?

Remember, I said the mindset is different? It may require a culture adjustment – and probably will require an adjustment. Would you prefer to work at a target company (for you) or a company where you must jump through hoops to even get a conversation?

Make it easy for Top Performers to meet with your hiring managers. Your Hiring Managers should be required to network to find Top Talent (Remember – I am a 3^rd Party Recruiter giving you this advice!!). You will probably find that your top 10% Hiring Managers do this instinctively already.

Attract Top Talent! Do not acquire top talent – because those processes drive them away.

My skills will help your company improve your Talent Attraction processes. Top Talent will increase company Productivity and Profitability!

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts. www.RecruiterGuy.com

RecruiterGuy@msn.com 435-714-4425

https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert

USA 01-435-714-4425 Bill@RecruiterGuy.com

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