With the supply and demand factor leaning in favor of talent, recruiting tactics are following new trends. Organizations are leveraging a rich blend of methods in order to identify, recruit, and successfully compete in the talent marketplace.
The definition of what constitutes talent is broadening: Companies are learning to view talent differently. The focus isn’t limited to degrees and “years of experience”. They are looking for diversity, cultural fit, proven ability to lead, certification, desire or challenge, new opportunities, and further training, etc.
Companies are catering to talent needs and desires: Set programs – one-size-fits-all – are no longer working. Some potential staff are seeking limited travel, while others are eager to work overseas. Some prefer consistent opportunities for additional training while others prioritize flexible hours and work-from-home options. Tailoring packages to fit the talent is essential in obtaining the best.
Transparency is key: No more closed doors. Candidates, as well as present staff, want to know that their talent is, and will, make a difference. They expect to be given clear direction on responsibilities and desired commitment. On the other hand, they want to fulfill these responsibilities their way – and do it openly. Consistent and more objective feedback, as well as maintaining personal on-the-job connection is important to all levels of talent.
Onboarding: Companies are becoming more and more active in the preboarding and onboarding process. Today’s talent wants to connect with their coworkers. They want to know what they need to know. Handbooks are ok, but they want very specific intentional training concerning their new position.
HR analytics are now an essential: Technology and big data analysis are important drivers for more objective and scientific research and fact finding in the talent arena. Strong analytics are now empowering employers to identify the top sources for candidates, relative yields, time to hire, and other quality of hire metrics.
Social media is a mainstay of recruiting: Companies utilize social media platforms to screen potential candidates. In spite of concerns about the legal risks, best practices are shaping internal policy to address which social media screenings are appropriate, what content should be considered (public profiles), and specific guidelines for performing these checks on a consistent basis.
Gamification is in big demand: Whether testing cognitive capabilities, introducing job expectations and responsibilities, or training new staff, gamification has fully entered the world of talent management.
Pay top for the best: the fact is that top talent deserves top pay. Recruiters and companies are sliding away from pay being based on years of experience to pay being based on talent.
Branding is an essential attraction tool: a proven recruitment strategy, companies have learned to develop their brand via social media, fostering engagement and establishing multiple channels of connection with talent. Tapping into niche platforms – and that list is much longer than Facebook, LinkedIn, Twitter and Pinterest – is invaluable in communicating a company’s practices and culture. Flex-time, flex schedules, telecommuting, and teleworker agreements
As HR personnel and recruiters adapt to the changing environment of top talent, one of the best choices is connecting with a qualified, reputable staffing firm. Springborn Staffing has been discovering, engaging, and matching top talent with companies in Bangor and Portland, Maine for more than 20 years. In fact, we are Maine’s leading staffing firm. Solid. Reputable. Quality. We bring it to the table. Contact us today.