Have you ever heard the saying “Posting and Praying?” It’s actually a strategy for many clients looking for talent. Posting a position in your company and praying that you will get a few potential candidates to choose from is not a plan. We can’t hope nor pray for great talent to find our firm without having some rigorous processes and systems in place. I promise you that putting forth great and consistent effort will yield you great results!
Only about 30% of firms today have a defined talent acquisition process in place for new hires. They deem their talent process as important as their sales process. How is it that most all firms have a defined sales process, yet approximately 70% of firms have no talent acquisition strategy?
In today’s marketplace, we can’t afford to be “just good” nor have the wrong people doing the wrong work. We need superior talent that is highly engaged, motivated to excel, and is the proper cultural fit for your organization. You need people that are going to move your company forward and help it grow, grow, grow!!
When I speak to C level executives, I educate them about the importance of having a streamlined multifaceted talent strategy.
Here are just a few suggestions to immediately impact your talent pipeline:
- Job Postings – Have you ever taken a good look at what your firm is posting? I’ve been in the industry for 35+ years and can’t believe that posts haven’t evolved. You use your own company jargon (of which outsiders don’t understand) and you create a laundry list of what you want. Here’s the thing – It’s NOT ABOUT YOU! Exceptional talent wants to know what’s in it for them! They want a position that is meaningful and has a culture where they can thrive, grow and make an impact. Consider this – Meet as a team and drill down what is absolutely essential to your open position – Bare bones. Then find out your “why?” Why do people like working there? What makes your firm special? What do you offer that is unique and different? Appeal to your audience and garner some personality! About 90% of the postings I read are robotic, emotionless, and quite honestly confusing.
- What’s Your First Impression? Have you ever applied to a job at your own company? When I did this at my firm, I changed the entire job application process. Ours was clunky, far too long, and often resulted in errors!! The experience and journey that you take your potential hires on is critical to their continued interest and engagement. Make sure your application process is fast, efficient, and engaging.
- What’s your Welcome Mat? So you’ve secured a new hire that you are really excited about. It’s taken 3 months, you’ve lost productivity, existing employees are overworked, but there is light at the end of the tunnel. Your new hire shows up Monday morning fifteen minutes early eager to start and what happens? They sit in your lobby for over an hour. Someone finally comes out to greet them completely unprepared and clueless. They bring them to a naked desk and have them sit some more. Sound familiar? You didn’t clear your calendar, nor assign anyone to properly on-board them, and spent all morning in meetings and putting out fires. This is a bungled mess; leaving your new hire second guessing their job choice! And a terrible first impression for a new hire! Sadly, this happens over 50% of the time and is completely avoidable with proper protocols and processes. If your calendar can’t be cleared, this new hire should be assigned a buddy or mentor. Starting a new job is overwhelming and oftentimes scary. There should be an itinerary for the first week; outlined meetings, scheduled training events, and a full company introduction. Schedule a first and second day lunch to ensure that your new hire is made to feel welcomed and positive about their decision. At the end of their first week, there should be a pre scheduled debrief meeting to gather their feedback and address any potential issues that may have arisen. This should occur again in 30, 60, and 90 days with deeper assessments to ensure cultural alignment and engagement.
Ensuring that your existing employees and new hires are happy is a 24/7/365 a year process. Creating sustainable processes, building a talent acquisition pipeline, and creating checkpoints to speak with your employees is critical to long term engagement and tenure with your firm.