Why is it difficult to land top talent? Because top talent can chose where they want to go to work. After you make them an offer…they still have to accept! This topic came to mind yesterday when I was visiting with the President of a client company that I have worked with in the past as both a “headhunter” and employee retention trainer. As an employee retention author, I use him as a great example of how to do it right. He is outstanding at selling his company to candidates and, as a result, he has successfully competed with large employers such as Caterpillar and John Deere.
I have met with his team in the past at one of his companies to discuss recruiting and employee retention strategies. As the discussion was drawing to a close, HE brought up the topic of how to sell the organization to prospective candidates to his leadership team. Some key points he brought up were:
- Treat candidates with the utmost respect and courtesy. Why is that important? You want candidates to WANT to come to your company. You want them excited and enthusiastic about the potential to join your organization and then continue to build on that when they do. He uses the same philosophy of treating employees with the utmost respect and courtesy as part of his employee retention strategy. That is why he has great employee retention.
- Build enthusiasm. It starts when you set up a time to do a phone interview. You set a time to call the candidate for the phone interview…CALL EXACTLY AT THAT TIME! Very few companies do. As a result, candidates are amazed by your timely call because what should be common courtesy is rarely practiced by many companies today. You have just set yourself apart from 90% of the other companies and just taken the first step in the process of SELLING THE ORGANIZATION by calling on time!
Anyone can recruit…but many organizations can’t sell themselves. That will be crucial as top talent, or for that matter any talent, gets hard to find as the baby boomers continue to retire.