You will find I am not a fan of wholesale changes in the Talent Attraction Process Improvement process.
Change the Talent Acquisition Mindset to Talent Attraction
I am a FAN of changing the mindset from Talent Acquisition to Talent Attraction. Talent Acquisition is a process that embraces AI in the Applicant Tracking System to SCREEN OUT the best candidates – simply because their words do not match a poorly written job description. This drives Top Talent away from your company – probably not your plan.
The Talent Attraction Process (Recruitment) is a Sales Process. Do not let anyone tell you differently. In the Talent Attraction Process, you are attracting Top Talent. I have been a successful third party recruiter by either consulting with a company or enjoying when a company pays me tens of thousands of dollars in fees for candidates who desire to work for that company – but were screened out by the “smart” applicant tracking system. Even the job boards pridefully inform Human Resources they now screen out candidates. Remember Monster? They did the same and the candidates found out. As a Recruiter, I used to love searching resumes, not posting, on Monster – different mentality.
Look at your process from a sales perspective. Do you require professional candidates who are interested in your company to complete an application prior to a conversation with a recruiter or manager? If so, you are a Talent Acquisition process company – and the Top Talent just abandoned your website. I know. I am the Candidate Whisperer.
How Do We Migrate To Talent Attraction?
To create a Top Talent Attraction strategy, the first step is to hire someone in sales as your Recruiter. Pay that person on a salary/commission plan instead of straight salary. Typically, companies hire administrative staff so they may promote them to an administrative position within Human Resources. The new employees view recruitment as the step they need to complete before they are promoted to “one of the Important positions in HR.” (Cannot tell you how many times I have heard that!) By the way, removing Talent Attraction from the Human Resource Department may help your organization Attract and Retain Top Talent – unless your Human Resource Department accepts change willingly to improve the company.
Back to Process improvement –
- Measure what is working and not working. Need those metrics to determine if your improvements work.
- Make one simple change on your company website – Do Not require professional candidates to complete an application prior to a meaningful mutual interest conversation.
- Require Hiring Managers to work with Human Resources to create a meaningful Job Description. By meaningful, I mean to include the 3 month, 6 month, 9 month, and 12 month goals for each position. If a Manager cannot list those goals, how will they measure performance in the annual review? Throw a dart? “Looks like he met expectations…” This is one of Top Talent’s biggest frustrations.
None of these three improvements cost money. Numbers 2 and 3 will help your company to Retain Top Talent! The choice to hire a sales professional as your next recruiter only costs more money when they are successful attracting Top Talent. Sounds like a Win – Win!
Next week, we will discuss Sourcing Top Talent in your Talent Attraction process. This discussion is not what you expect!
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.
If you have any questions, please call me at 435-714-4425 (Mountain).
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/
Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.
I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.
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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.
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USA 01-435-714-4425 Bill@RecruiterGuy.com
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