With an aging population and an increased specialisation in niche skills the most important corporate resource over the next 20 years will be talented, smart, sophisticated businesspeople who are technologically literate, globally astute, and operationally agile.
As a result the search for the brightest and best available talent on the market will continue to be a constant battle with the winners being the company’s with the most imaginative and candidate engaging hiring practices. So the first step is to be clear and communicate your company’s position in the market as an employer of choice.
Are you portrayed as one of these successful companies?
Go with a Winner
Award winning, market leader and constantly in the press. These companies need high-performing competitive employees that are used to winning in both their personal and professional lives. Job status is very important.
Examples: Apple & Facebook
Big Risk, Big Reward
Entrepreneurial, new start ups, building for the future. These companies need employees that have plenty of get up and go and want their ideas to be heard. They generally want to be feeling part of something, put their own stamp on the company and enjoy the challenge of working to something bigger.
Examples: Virgin, Subway & Zappos
Career & Purpose
Large established companies with a strong corporate message. These companies attract employees who want to work for an organisation with a strong mission and sense of purpose. They want to belong and be proud of who they work for and feel a high sense of job security.
Examples: Public Sector, M&S & Tesco
Organisations who promote work flexibility. Employees attracted to these organisations may prioritise their lifestyle first. A steady, loyal work force that is thankful for the flexible working environment that they have. Benefits normally desired are good location, increased holidays, medical insurance, family flexibility, flexi-time, etc.
Examples: Kwik-fit, KPMG & E&Y
So in order to keep the pipeline full of talented people interested in working for your company you should understand your message to your candidate audience and then start to build a fully integrated recruitment strategy around this.