Do you want to attract the best talent to your organisation?
Of course, you want the best, but what is best? How do you set out what looks good? How do you differentiate between good and great?
It always depends, so many factors determine the balance needed on any one team for them to perform with excellence. There’ll be times when you’re hiring to accommodate increased demands; improving team morale; required improvement in delivery; improved diversity and inclusion quota’s; and lots more.
Your people are essential; critical to success in today’s workplace, as the Digi-Tech workforce and global markets, are quickly changing. It’s hard to keep up with all the demands!
Course of Action
The job description: There are three main parts to this in our experience all need equal attention; your personality, your story and the required skills. Start at the start (as evident as it may sound); everyone loves an account, so build your journey into a narrative. Why was the company or the business unit formed? What are you trying to accomplish, what is your mission? Always demonstrate how your company is having an impact and making a difference, substantiate your purpose with data and numbers. Validate.
Inject soul and character. It is the human nature that needs to resonate! Describing “fit” is hard; hiring personality is difficult, so work with your team to display your culture and your values as succinctly as possible. Choose criteria that you can interview against, help your interviewers refrain from making “gut decisions” and importantly remove all bias.
Whatever your culture, values and personality, reveal it and shout about who you are and where you are going. Paint your picture and let people hear your story.
Your message, the outreach and the hook,
An overwhelming number of companies overlook the value of the “hook”. How many approaches do you think a candidate receives every day, every week? It is an awful lot! So you must create a unique, memorable and engaging message that stands out.
The formula for your first outreach, the “hook”, is short, bold and precise. Most candidates read short form on their phone when they catch a few minutes; the intention of your first outreach is engagement.
Pay attention to the headline, spend time building a strong statement in your subject line. Think more like a tabloid headline writer than someone writing a job description with a job title for a subject, have some fun!
Follow this with three sentences addressing the audience as you (the people you are hoping to employ):
· Compelling reasons that you (the candidate) would join the company/team/department.
· Attractive description of the work you (the candidate) will perform.
· Reasons for the approach to you (the candidate), personalised data are referencing the history and exciting experiences relevant for the work on offer.
Personalisation is vital – candidates are consumers – they expect an experience more like Netflix than Blockbuster!
How to build your talent brand
Being part of a community and fitting in makes us feel good; human beings by nature are social and crave the notion of acceptance. Build trust in your ecosystem and networks by consistent messaging, tone of voice, and follow-ups. The South West has a fantastic Digi-Tech ecosystem, make sure you dialled into this. People warm to familiarity, if you have a strong message, it will be heard, and it will resonate, but it may take time. Check out the TechSpark website for all of the latest and greatest tech events ( https://www.techspark.co/calendar/) and feel free to chat to us about TekCurious.
Plan a content calendar building in your plans and ambitions deep into your audience offering a range of interesting data points: the first hooks and their iterations; the following job descriptions; your company playbook; funding and investment news; product launch information; events you and your team are hosting or speaking at; social events; CSR and charitable activities; key facts and trends in your industry and projects;
Work together as a team to build trust and show your close working collaboration, have messages and approaches sent directly by you, your people, culture and talent team and your trusted partners.
Listen, learn and clarify what is working well, simple metrics can provide ratios on outreach versus response and beyond into your hiring numbers. The obvious one that provides much more compelling insights come from asking those candidates what made them respond!