Published by: Kristian Martin
Since Smart Connected Products or the Internet of Things started to become a reality, a fierce war for talent has raged throughout the world.
Facts don’t lie. Research from Engineering UK reported that over the next 8 years there will be a shortage of at least 20,000 engineers in the UK alone. Globally the picture isn’t better with the Manpower Talent Survey reporting that over 40% of global employers are reporting problems when trying to recruit talent, the highest it has been since 2007. All indications are that this pattern is set to continue.
So what can you do to win?
I have worked with thousands of customers over the years, recruiting technical & non technical talent in over 100 countries; a select few of these customers are winning the war. They have experienced exponential growth over the years and are constantly out performing their competitors.
At Tangent we have studied what they do differently. The list includes;
1. Take HR seriously – It is no surprise that some of the most forward thinking organisations in the world now have a CHRO (Chief Human Resources Officer). These companies understand what a difference Human Resources can make to the success of their organisations. HR is no longer viewed as a back office function. Properly harnessed it can create a powerful people strategy, aligned to the business that means they win the war for talent. These strategies go further than just candidate attraction they also focus on retention.
2. It’s not just attraction, its retention as well – As someone who has been involved in frontline candidate attraction for almost two decades I have noticed an interesting trend develop over the past few years. Companies that are winning the war focus on candidate retention as well as attraction. At Tangent we offer a free retention tool entitled Capture which monitors the happiness of employees based around Maslow’s Hierarchy of Needs. Tools like these, as well as other approaches, ensure that organisations can properly monitor their staff ensuring they continue to deliver a rewarding working environment in today’s competitive landscape.
3. Don’t be cheap – It never ceases to amaze me just how cheap some organisations can be. Routinely organisations will interview a candidate three to four times, have them meet everyone within the organisation, decide they are the best person for the job by far – and then offer them less than their expected salary. Don’t be crazy! In today’s marketplace what kind of message are you sending the candidate from day one. Good candidates have options and if you take this approach you won’t be one of them.
4. Be flexible – It is a candidates market out there. I know you are a fabulous company to work for, you know you are, but the candidates don’t, and so you have to show some flexibility. You have to demonstrate to the candidate you want them as well as them showing they want you – it is a two-way street. Too often customers refuse to be flexible with dates, times and various other aspects of the recruitment process, all of which puts the candidate into the arms of competitors.
5. Work with a partner that represents your organisation in the best possible way– Yes it should be the company I work for – Tangent International. But if it isn’t us make sure it is someone with similar values. Your recruitment partners are out in the market representing your organisation on a daily basis, they have an immense effect on your external brand. If they engage with the candidate community and act in a professional and honest manner you have a chance of winning.
This is by no means an exhaustive list and represents a snapshot of the shared tactics successful organisations take to win the war for talent.
If you work for a company that is doing something to win the war please let us know in the comments.