Good candidates are always limited in number. Just as you are looking for the best for your company good candidates are looking for the best for themselves.
In a stretched employment market, with a finite supply of genuine talent, the future success of businesses depends on your ability to attract top performers from limited resources.
The restricted pool of quality candidates for logistics positions is well documented. This shortage is now exacerbated as the roles themselves become more complex, dynamic and technology orientated.
How do you Attract Top Talent?
There are two key stages to recruitment: Firstly identifying suitable candidates and, secondly, attracting them into your Business. Once identified, attracting those in high demand requires a process and hiring mindset of ‘selling’ rather than ‘buying’.
Review Your Recruitment Approach
Your employee value proposition must recognise what top candidates are looking for. We still tend to talk to candidates purely in terms of the business, its culture and potential progression, almost as if the individual doesn’t exist beyond its walls.
The companies that are the most successful in securing the right people are those that recognise the varying personal aspirations of the individuals they are trying to recruit.
For some managers it can be the opportunity to learn new skills, experience different cultures, and to work hard and play hard. For others it is the ability to effectively balance a family life with a work life.
Clear Company Values
As with all pragmatic realities of business, accommodating these requirements should be viewed as an opportunity, rather than a cost or even an annoyance. The goodwill generated by supporting an employee with job flexibility or through challenging times can result in considerable additional commitment over the years. Having the best people, with a sense of a collegiate and supportive team, is far more productive than a culture of competing to simply be present for many hours of the day.
Of current headhunting research activity undertaken approximately 50%* of those contacted cite a bespoke arrangement, or approach to hours in the office, reached with their current employer.
Building Brand Reputation
Many companies are very good at accommodating these changing needs – but are not necessarily aware, particularly during a recruitment process, of the value of promoting this approach. Often flexibility isn’t documented; making these crucial elements easily overlooked amongst job descriptions and company brochures.
Making sure that your work life culture is appealing, and is presented as such, is hugely important in attracting the best talent. It is also a very powerful tool to keep it.
*Anecdotally from Davies & Robson recruitment activity