#TalentAttraction #Tuesday HOW MUCH SHOULD WE OFFER OUR TOP CANDIDATE TO ATTRACT THEM?
Yesterday, I was one of 4 community members in our city’s “Blue Ribbon Commission on Compensation” meeting. We discussed the importance of compensation to attract Top Candidates to work for our city and then to retain our Top Talent.
There Is A Difference Between Talent Attraction and Talent Acquisition
Talent Attraction is a SALES Process. Talent Acquisition is an HR Administrative/Compliance Process. Simply changing the Acquisition name to Attraction does not change the root process.
Talent Attraction follows the SALES Process perfectly. In the recruiting Sales process, organizations attract the Top Talent because the Best Qualified candidates prefer to work with the Best Teams.
Typically, the Administrative Human Resources “Recruiter” feels that recruiting is posting positions on Indeed and LinkedIn (or niche Job Boards), and prays that the best candidate is looking at the job posting, and applies for the position. Then, in larger companies the Compliance side of HR steps in and Requires Candidates to complete an application before a conversation to create mutual interest.
How many times would you visit a Whole Foods Store if they required you to complete an application before you enter? I know your answer – Exactly! That is my point – and top talented candidates do the same. They leave your process.
Are you aware that a top professional with a Harvard MBA would be dinged – and quite possibly not selected by your Application Tracking System as a potential candidate if the Job Description even mentioned “High School Diploma”?
Let’s Say A Top Candidate Made it Through The Interview
Then, how do you determine the correct level of compensation? Generally, larger organizations have compensation ranges for different levels of positions. If the candidate requires a larger package, what would a Human Resources “Compliance Mind” say? “We cannot afford her or him.” And your organization just lost someone who may have made your company more profitable.
Unlike some beliefs in the industry, Compensation is flexible depending upon the skills, experience, and fit for your team. Many times, when recruiting for a client and I identify a top candidate. I understand the needs of the organization well enough to suggest closing the current opening (or requisition). Then, opening a higher level position that better fits the needs of my client to grow. They will sometimes agree – and other times not, generally when the Human Resource compliance minds become involved.
Correct Compensation Is More Complicated Than Money
Salary Structure is important for your rank and file employees. As Top Performing Athletes receive more compensation than the “ordinary” athletes, should this practice be adopted by businesses? If your company wants to attract the Top Level Candidates, the answer is YES. Of course, they will need to be Very Special to receive athlete contracts. Most will enjoy a salary that demonstrates their importance with some flexibility – work from home, possibly equity, childcare while working are examples.
Some people will claim that I encourage higher salaries because my income is based on the new Employee’s total compensation. This may be true for some recruiting firms. It is not true for my business model. I work with one company at a time for a flat monthly fee so I may recruit and provide strategic advisory services.
Consider the entire package when recruiting Top Talent. Discover what is important for them. Now you have the required knowledge to Attract them. Some professionals are driven more for respect and recognition than money.
Talent Attraction Mirrors The SALES Process Perfectly
This is our fifth #TalentAttraction #Tuesday Thought Leadership blog on the 12 steps of Recruiting Is A SALES Process. Over the next 7 weeks, we will continue to explore each step of the SALES Process that is called Talent Acquisition, Recruiting, Recruitment, Talent Attraction – and in some organizations !#%@%$&$^*.
Recruiting is Not Magic. It is Focused, Hard Work.
Talent Attraction is Better than Talent Acquisition!
If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).
My Talent Attraction speeches benefit your Association Membership and your Organizations. Please consider – If my Speech saves your members or company only ONE Recruitment fee, it has paid for itself.
I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.
The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/
Why am I known as The Candidate Whisperer? See below –
NOW AVAILABLE on Amazon! Expect Success! The Science Of The Over 50 Career Search. This book is a game-changer for every professional searching for a new Career. Want to learn how to leverage your current position to a higher paying Career Position where you Love to Work? https://amzn.to/3HnTxbw ON SALE THIS WEEK!
Mark Victor Hansen (Co-Founder of Chicken Soup For The Soul series) endorsed my book! “You get what you expect in life. It’s true scientifically and theologically. Bill Humbert now shares irresistibly compelling insights on how to use it to achieve every good thing you want.” MVH
With over 40 years of Talent Attraction experience, I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.
See you on Tuesdays! Feel free to click on Follow Us to receive my #TalentAttraction Thought Leadership every week or to Share my “Just Saying” Thought Leadership with your Network through Twitter and Facebook.
Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.
Bill@RecruiterGuy.com 435-714-4425
https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert
©1999-2022 B. Humbert – Provocative Thinking Consulting, Inc. –
USA 01-435-714-4425 Bill@RecruiterGuy.com
Content is licensed CC-BY-ND (Creative Commons Attribution-No Derivatives 4.0) The right to reprint is hereby granted if the copyright notice and contact information remain with the article.
