Need to Hire a Professional? Advertising Tips to Attract the Best Talent

 

Whether your business has grown so you need to hire a key professional or you’re replacing a person, there are certain advertising-recruitment tips to use.

To avoid wasting your time, you must plan. Think about your objective and job specifications, and keep editing your announcement draft until you get it right.

You don’t want to interview people just to talk. You want to compose your announcement to attract the best person for the job and your organization’s culture. Otherwise, it’s a very expensive process to hire the wrong person only having to start the process all over again.

If you’re replacing a person, consider doing a balance sheet of the former person’s strengths and weaknesses. Then, strategize to get a better person this time.

A job announcement shouldn’t merely indicate a brief checklist of your desired qualifications and requirements.

Technical skills are just the minimum. Attract the best person.

Be careful. An academic study reveals many companies make the mistake of using gender-biased verbiage in their job postings.

For women applicants, it’s the first indicator that companies unknowingly have institutional bias. Read about the study and get tips to avoid such mistakes here.

Let’s say, for example, you need a key financial person. That’s someone who understands how to communicate professionally with other members of your team, and someone who understands exemplary customer service. And if needed for your business, you’ll want someone who can tactfully collect receivables.

All of this means you need to paint a picture that puts your company in the best light – an explanation of your company’s history and culture. If you’re planning an expansion sometime in the future, be on the lookout for someone who has the acumen to match your goals.

Pick the right advertising medium. The advertising medium is synonymous with the quality your message to attract the right person. In other words, an advertisement on Craigslist is a bad idea – if you seek a highly professional person in finance – nor will it enhance your company’s reputation.

Your announcement should contain the following elements:

• Avoid using gender-biased language in your job listing

• Write a good description of your business

• Narrative about your staff
• Description about the position’s role in the company and how you expect it to evolve
• Paint a picture about the professional skills you want
• Details about the compensation and benefits

From the Coach’s Corner, here are nine image-building steps that will attract the best workers.

“When hiring key employees, there are only two qualities to look for: judgment and taste. Almost everything else can be bought by the yard.”

-John W. Gardner

 

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Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.

 

How Not to Worry about Keeping Your Top Employees

 

Increasingly, employers are worried about filling open slots and retaining their best workers, according to a 2012 survey of 526 human resources professionals.

Sixty-one percent indicate they’re concerned about retention. That’s the conclusion from the study, “Retention of Key Talent and the Role of Rewards.”

Only 49 percent are confident about retention efforts.

Hopefully, you’re able to retain key workers. If you’re finding it challenging to keep your best employees, you know the frustrations and cost of turnover.

It’s important to identify and retain excellent workers. You can if you know which employees are most-likely to quit. You will profit by not letting your stars become free agents.

Indeed, 83 percent of the study’s respondents is aware of the costs associated with turnover. Two thirds say a salient issue for management is keeping top performers.

 The study was conducted in 2012 by Dr. Dow Scott, professor of human resources at Loyola University Chicago and WorldatWork, Hay Group.

The No. 1 reason top talents leave? Pay.

Four other reasons:

• Dissatisfaction with job and responsibilities
• Perception that pay is unfair
• Promotional opportunities
• Concerns about the direction of the organization and its leaders

“Talent wars are going to become intense, not just this year but for the foreseeable future, because jobs are becoming more complex and demanding, Baby Boomers are retiring and Generation X has far fewer people who can fill this gap, and other countries are retaining their most talented people with great job opportunities of their own,” says Dr. Scott.

“Top talent can more easily compare the ‘deal’ or pay package they get from their employer with other organizations via social networking sites like Salary.com, Vault.com and Glassdoor.com,” says Tom McMullen, North America reward practice leader for Hay Group.

“If a company is to thrive in the next decade, they must learn how to recruit, develop and retain key talent in a much more competitive and transparent competitive environment,” he adds.

The study’s three main recommendations:

• Identify key employees and discuss with them their future opportunities with the organization
• Pay key employees above the labor market
• Allow flexible hours or telecommuting

In addition, another proven solution is to power your brand with employee empowerment.

“Rewards professionals are under increased pressure to make counteroffers, increase new-hire offers, and offer special deals to retain key employees,” says Kerry Chou, a certified compensation professional and practice leader at WorldatWork.

“The most successful organizations moving forward will be those that develop a clear definition of what is considered key talent, identify them and make a concerted effort to ensure that those employees are engaged with their organization and satisfied with the full range of organization rewards,” he says.

The study included a cross section of respondents:

• 47 percent – private sector-publicly traded
• 26 percent – private sector-privately held
• 26 percent – public sector and not-for-profit

From the Coach’s Corner, here are three salient readings:

• Are You Successful In Keeping Female Talent? Here’s How and Why
• Strategies: If a Valued Employee Wants a Raise, and Money’s Tight
• Human Resources: The Future of Performance Reviews

“The Customer Comes Second: Put Your People First and Watch ‘em Kick Butt.”

-Hal Rosenbluth

 

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Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.