Tag Archives: employer branding

Seven things companies need to start doing if they want to win the war on talent

As skills in key industries become scarcer, here are seven things companies need to do to ensure in order to maximise their efforts in recruiting and retaining their human capital:

Website: Have a detailed, easy on the eye, uncomplicated mobile friendly website.

Candidates: Improving the candidate experience by minimising the length of time it takes to screen and review applications, speedily interviewing candidates and processing offers and taking time to acknowledge  candidates and providing appropriate and meaningful post interview feedback.

Compensation and benefits: Regularly reviewing the salary structure and benefits package by benchmarking with competitors in the same industry. Consider add – ons to offers such as issuing bonuses on early acceptance of offers, relocation allowances, support towards education.

Succession planning: The working population of the world is getting older which means that the talent pool needs to be replenished. Quality talent is spread thin, particularly in engineering so companies need to start hiring for cultural fit with a view to the long term. So when screening and interviewing, you need to be assessing whether or not the individual has growth potential.

Skills transfer: Quality candidates are finite (in engineering) so more emphasis needs to be given to considering people from other sectors where their skills can be transferable. Moreover, to hire quality people you should also consider toning down the experience requirements and consider training up those individuals to the required levels.

Employer branding: The global downturn has resulted in reduced budgets for HR and marketing in particular so that has meant less money being spent on promoting the company to the outside world. However, as economies recover and companies become cash rich again, they must invest in reinforcing the employer brand as failing to do so will have a negative impact on attracting talent. Resting on past laurels and reputation would be very naïve, and a sure fire recipe for failure.

Policies and procedures: Cut red tape, clearly define your policies and procedures and commit to following through on them if you want to hire quality hires. Anything less than this, then you will be spending a lot more time fighting fires.

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Five trends that will shape talent acquisition in the years ahead

Recruiting is going to get increasingly social and mobile – with increased uptake of Smartphones and tablets, more and more candidates are going to be accessing job opportunities on the fly. This will potentially open up a new talent pool of passive job seeker.

Turnarounds are going to be the key: Hiring Managers will have to work double time to ensure that offers for potential candidates go out quickly as the escalating talent war will put pressure on hiring needs.

Quality corporate recruiters are going to be spread thin: As companies build their own dedicated in – house recruitment teams, they don’t just want individuals who are glorified salespeople but sourcing experts in their respective field who understand recruitment from a strategic perspective. According to the words of Josh Bersin, Principle and Founder, Bersin by Deloitte, “today’s recruiter must be a marketer, sales person, career coach and psychologist all in one.”

Economies rebound: As key economies such as the United States, China, India and the UK bounce back, a flood of job seekers can be expected to change jobs. This will really test the capabilities and resources of internal recruitment departments so your recruitment really needs to be geared up to deal with increased activity.

Branding: This was one of the key areas to really suffer in the global economic downturn. Companies were cutting back on advertising and fewer employees were leaving of their own accord. However, as economic fortunes improve globally, companies run the risk of being left behind and disappearing into the abyss. Resting on your laurels is not going to cut it so companies need to develop a view on employer branding.