Since McKinsey coined the term “War for Talent” in 2001, we have seen increasing global awareness to attract talent, not just select talent. Those who will thrive in the #futureofwork have put the spotlight on the recruiter as marketer. Most candidates are judging your brand based on their engagement with you as the interviewer. It’s time to step onto the talent attraction battlefield if you haven’t already done so.
How will you know if you are equipped to compete in the ‘War for Talent’?
As with any topic, there are countless areas to delve into, so let’s just focus on a couple that we believe matter most, based on the recent feedback we’ve been getting from candidates and employers in the marketplace.
1. What does your personal brand say to active and passive jobseekers via social media?
Have you Googled yourself recently? How easily are you ‘found’? When you are found, what is the immediate impression you create? First impression biases kick in within seconds of meeting someone, be it face-to-face or virtually. Think about the first impression you are making. We understand that 79% of candidates are researching potential employers before interviews, or sometimes even before accepting invitations to interviews. Candidates will look at the following:
a) Your photo (do you even have one?) What does your photo say about you? Do you have an attractive banner on your profiles?
b) Your voice – do you engage actively and meaningfully in your field of expertise? Does your virtual communication style match authentically with who you are in person? Are you someone who presents as a potential mentor who can help others accelerate their career growth?
2. What does a face-to-face meeting communicate about you and your brand?
Recent workshops and surveys have highlighted the importance of WOM created after interviews. Have you considered how people feel when they leave an engagement with you? Recently I heard a story of someone who applied for a role internally. She left her interview feeling so devalued and disrespected that she did not have the courage to apply for another role for two years! She said she felt interrogated, not interviewed. Her interviewers appeared suspicious, not authentic or curious about her experience.
We all need to build in time to reflect on our own ability to engage successfully. Think about the following: What do you do specifically to build rapport? Do you arrive on time (gone are the days where only candidates are judged negatively for latecoming)? Do you show integrity by giving feedback when you said you would? What do you say to regret unsuccessful candidates? (Do they hear from you at all?)
The list of do’s and don’ts could go on and on – but it all comes down to our ‘why’.
If you’d like to learn a little more about that, listen to what Annie Moyo, Branding Specialist, has to say in this informal interview on the topic…
Jane Moors partners with and trains global players to attract and select top talent and create candidate experiences that leave people feeling respected and courageous. She understand that the art of successful Talent Acquisition is value-driven and skillful.
Her Focus Areas include:
Design, Facilitation and Training in Competency-Based Recruitment Skills and the full Talent Acquisition Process
Consulting in the line of Talent Acquisition, including creating guidelines and templates
Performance Coaching (Talent Acquisition and Sales); Career Optimisation Coaching; Coaching to develop Emotional Intelligence and Spiritual Intelligence