Attracting And Hiring Talent

INTRODUCTION

Organizations need talented people. And talented people are not always

easy to find or to hire in the current job market.

Acquiring and retaining high-quality talent is critical to an organization’s

success.

Within the last decade the “War for talent” has become fiercer.

Attracting and Hiring is needed according to marketing need and also the

culture of the organization.

Drowning in Resumes

Starving for Real Candidates

CURRENT SITUATION…..

Most Important Management Job

“Your success as a manager is simply the result of how good you are at hiring the people around you.” “Finding the right people is the single biggest problem in business today.”

DEFINING THE JOB

How another person may complement the existing strengths in your

team

How another person may counteract the existing weaknesses in your

team

Whether the job’s outcomes can be performed in alternative ways, for

example part-time or job-share

How to encourage people, who are traditionally blocked from this job,

to apply for this position

Any implications for the role of your agency’s workforce plan, and

The knowledge, skills or abilities that are specifically required by your

organization (such as treating client information sensitively).

POSTING VACANCIES

Before posting a vacancy, management needs to decide whether:

•It intends to retain the job in its present form and with its present title,

remuneration and status;

•Selected attributes of the job, for example, skill or experience, will change;

•there are sufficient qualified, potential applicants serving in other positions within

the Organization who may be potential candidates for that job;

•The existing organizational policy on attracting and hiring is still applicable (for

example, whether referrals, by staff members, of friends and family are still an

acceptable way of filling vacancies);

•The organizations stands to benefit more, in the long-term, from attracting

and hiring applicants from external sources.

WRITING JOB DESCRIPTIONS

Job descriptions:

provide an overview of a job, which helps people decide whether

they want to apply for the vacancy or not, and

Provide information to applicants that will assist them to apply and

compete on merit for the job.

Writing Job Descriptions:

Use non-discriminatory language.

Write in plain English.

Market the job and the workplace to make it attractive to

people.

Focus on your company’s brand as an employer of choice

Conduct a compensation study for market data

Create a total rewards strategy

Treat hiring as a key business practice

Knowledge is king

Awareness of market value

Declining work satisfaction

Concern about working hours

Ambiguity about money

Top Tips for Attracting and Hiring Top Talent

8 Traits to Look for When Hiring

1. Resourcefulness

2. Resiliency

3. Confidence

4. Coachability

5. Versatility

6. Industriousness

7. Loyalty

8. Principle

Hiring: 6 Secrets to Attracting Top Talent

1. Define the exact criteria.

2. Develop a compelling recruitment plan.

3. Cast a wide net AND a targeted effort.

4. Treat candidates like customers.

5. Limit the number of interviewers. 

6. Move quickly when you find the right person. 

Interviewing Strategies

Don’t talk too much. This is the biggest mistake that most interviewers make.

Put candidates at ease, be friendly.Probe for specific, detailed answers.

Lots of follow-up questions.Ask situational questions.Concentrate on past successes and skills, not on experience or education.Do not respond to negatives – keep an open mind.

The Ultimate Hiring Rule

Everything else being relatively equal, always hire the smartest person.

You can teach people almost anything, but you can’t teach them to be smart.

But can’t use IQ tests.

The only thing that can overcome a deficiency in intelligence is motivation

(but you can’t motivate people; they come motivated, and all you can do is

provide an atmosphere that unleashes their desire to succeed, their need for

mastery).

Don’t use personality tests.

All Companies Are Having Difficulty Attracting and Retaining All TALENT

83% Have Difficulty Attracting Critical Skill Employees

65% Have Difficulty In Retaining Critical Skills - Regardless Of Industry

But Now Significant Increases Have Resulted In:

Over 50% Of Employers Having Difficulty Attracting Non-critical Skills And

43% Having Difficulty Retaining Non-critical Skills

And Its Now Worse Outside Of High-tech

Flexible (and even fun?) Environments

Flex time Freedom to innovative ideasCasual dressTravel PerksRecognitionsAppreciations, Promotions…..

More Strategies…

• Increasing paid time off

• Investing in the company

• Supporting training and development with tuition assistance

• Enhancing health and wellness benefits

• Implementing small perks

• Providing a “pay for performance” culture

• Allowing flexible work arrangements

• Adding “creature comforts” such as snacks, recreational facilities, free meals, and convenience services

• Furnishing community activity tickets and gift certificates

• Offering weekend “staycation” deals

CONCLUSION

Developing an effective strategy for attracting and hiring key employees is imperative for your bottom line.While designing and implementing such practices, one important thing is to be kept in mind that the HRM practices should be analyzed from time to time and it should be updated accordingly.Thus, this will help the organizations to take right action at the right time.

ReferencesSchuler, Randall S.: Personnel and Human Resource Management, Third Edition. 1987Australian Government/Australian Public Service Commission: Guidelines onworkplacediversity.In http://www.apsc.gov.au/publications01/diversityguidelines8.htm“Meeting the Challenges of Tomorrow’s Workforce,” Supplementto Chief Executive, August/September 2002Taken from website: http://buzzle.com/chapters/business-and- finance occupation-and-employment-issue.Burleigh,  Susan  L.  and  Wilson,  Kevin  C.   Developing a Recruiting Strategy: A Critical HumanResource Initiative.   Taken from http://www.utoledo.edu/~ddwyer/mgmt3220/recruitstrat.htmFisher, Cynthia D.; Schoenfeldt, Lyle F.; Shaw, James B.: Human Resource Mnagement,Second Edition.   Boston, MA, USA, 1993.Dessler, Gary: Human Resource Management, Eighth Edition.   New Jersey, USA, 2000