Kevin Steffey is President of Naviga Business Services, a national Sales and Marketing Recruitment firm. Kevin and Naviga have a passion for sales and marketing positions due to their direct impact on the growth of their customers. Check out www.navigaservices.com to engage a partner in growing and developing your team.
The word ‘benefits’ often conjures up the image of 401K plans and insurance coverage. While these benefits are certainly important, often these items are minimum requirements for prospective employees and are not the real decision factors when choosing a new employer. Talented professionals are often attracted to companies that match their personal goals and interests.
As a starting point, what do your current employees find attractive about your company? Is it your company’s values, mission, or work environment? How is your company different from other firms in this respect? If possible, clearly identify unique reasons why people would want to work for you versus another company across town. Write it down. Share it in your job descriptions, in your candidate screening, and in your interviews – make it concrete and real to your applicants.
As President of Naviga, a North American Sales Recruitment agency, I am exposed to many unique companies that want to upgrade the talent in their organizations. When asking the question “Why should someone come to work for your company?”, the response is often about salary or the benefits package. Most candidates make decisions on lots of other factors. A few of the factors that we see affecting employer choice for top performers includes having a shared mission, providing opportunities for growth, and encouraging work-life balance.
Whether you know it or not, your company culture may be the single biggest factor affecting your ability to hire and retain top talent. More than 30% of employees believe they’ll be working someplace else inside of 12 months, and more than 50% say they have different values than their employer, according to the article “10 Reasons Your Top Talent Will Leave You” on Forbes.com. High performers are attracted to organizations that match their drive and values.
To ensure your culture can play an instrumental role in improving the talent level in your organization, follow these 3 steps:
You can’t rely solely on a job advertisement to attract top performers! Finding the best people requires a systematic approach of outreach and relationship building that leverages your entire organization. Key components of a top talent strategy include: engaging your team, networking broadly, building your candidate list, and communicating on an ongoing basis.
Attracting top talent is a struggle for almost every company. An essential element to combating this problem is being able to market your company and your positions effectively. Appealing job descriptions, marketing your open positions broadly, and making your website current and accessible are critical to your success in attracting top talent.
1. Make Your Job Description Appealing to Top Talent
Although the job description has been around for years and there have been many advancements in hiring in that time, it is still important in the talent attraction puzzle. At a minimum, it helps the hiring manager and the rest of the team get on the same page with the basic requirements and skills needed, and will lay out some of the selection criteria that will be used to assess the candidate. Continue reading →