Going for Gold in Talent Management

Posted by Madalyn Hernandez on February 21, 2018

Going for Gold in Talent Management

The competition for great talent is fierce, just as it is on the ice or mountainside.

Great Candidates, just like athletes, are few and far between. Every candidate has a goal in mind when they interview at your organization, whether that is “Get the Job” or “Just seeing what’s out there”. 

Finding good candidates and hiring fast still retain their positions as the top 2 challenges when it comes to recruiting. Consider what happens before and after the job application, as well as the risks and opportunities these findings pose to employers who compete for top talent.

The Impact of Social Media. 74 percent of interviewers will check candidates’ social media as part of their interview preparation. This is in contrast to the expectations of candidates, however, as only a third expect their social media to be screened, meaning many could be caught short online. 

Time is of the essence. Just as our Team USA athletes compete in timed races, the dash to hire top talent is crucial. Today’s candidates want a faster process and to communicate via social channels such as texts, WhatsApp, Twitter or even Instagram. Luckily, with the growing presence of Artificial Intelligence, top recruiters are increasingly able to streamline into one single sign-on platform accessing virtually all aspects of recruiting and following up with candidates for future opportunities. With technology taking the brunt of the more cumbersome work, your recruiters have more time to invest in high-value areas, like giving candidates a high-quality experience and hiring managers impactful advice. On average, filling a vacancy takes 45 days and that’s 45 days of lost productivity. When your organization builds upon a solid technology foundation, you have a winning strategy!

Keep your players engaged. Take a minute to think about the difference between a happy employee and an engaged one. Though they might sound similar, they aren’t necessarily the same thing. Engaged employees feel their work is valuable, have a sense of connection to their co-workers, and want to be part of the company’s operations. Focus on getting potential new hires ingrained in your company culture as quickly as possible and keeping it throughout the recruitment and onboarding process. You will be pleasantly surprised at how much better your employees will perform, and your retention rates will decrease as well. Here’s something to consider: people will never remember what they were told or what they read on their first day at a new job. They will always remember how they felt at the end of the day. You want your employees leaving work like they just won that gold medal, the best job ever.

Think like a head hunter. Just as athletes are always thinking about their competitor, how they’re training, how often they are practicing… you should be too. You know there are executive recruiters out there with their eyes on your top talent. Do they know things about your best people that you don’t know? Better catch up or someone may recognize that star player and make an offer that’s tough to turn down.

To learn more about Going for the Gold in Talent Management, be sure to check out the On Demand version of my webinar. Click here to register and watch it when it’s convenient for you.

You can also read valuable information on how to drive out the competition in finding qualified talent from our Going for Gold Infographic here.