Wouldn’t it be great if you could snap your fingers, and have the best and brightest people working for you? What could your business achieve if only you had talented, focused, thriving people committed to making your business and their careers a huge success?
How Will You Win the War For Talent?
Posted by JanineGilmour under StrategyFrom http://tweakyourbiz.com 4255 days ago
Made Hot by: businessluv on April 17, 2013 9:55 am
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Comments
4249 days ago
Any praise, reward or feedback needs to be genuine, and as Heather below mentioned, not an "empty gesture" - I'm sure we have all experienced similar at one point. Talent will walk if not enriched, empowered, appreciated and rewarded.
One thing I would add to this conversation is the importance of the "hirer" role in all of this. Strategy will only work if executed well, and by the right people. I have many clients who have been frustrated by the hiring process used in companies they applied for work. The most common complaint is about the interview, and more specifically, the interviewer. It's hard enough to find the right talent for our businesses, but we must honour them with quality and experience in our human hiring process.
Great post Janine.
4249 days ago
In smaller companies there can be a lack of training/support for the hiring manager to conduct an effective interview that let's both parties make informed decisions.
All this and then we wonder why the relationship can be strained right from the beginning?
Poor process - human and electronic - seems contrary to the need to attract talent.
Knowing how to navigate the process helps. But in the end, if things feel bad at the interview stage it's often an indication of other significant issues.
Thanks for weighing in on this Elaine.
4250 days ago
4250 days ago
Great advice!
4255 days ago
Your post hits on some key points, but there's an elephant in the room in every post like this one--the fact that "recognition" generally needs to translate to money/compensation/benefits of some kind. Yes, people want to do their top work for personal ambition, to feel a part of something bigger than themselves, and for all other altruistic reasons...or for creature-comfort reasons like free gym memberships and cappuccinos..but when talent feels it's underpaid...it goes elsewhere, simple as that. All the input and extras only go so far in a down economy--in many businesses they're just attempts to grab at straws--and talent will always choose the ability to pay their bills and enjoy their lives on their own terms over intangibles like recognition programs. Personally, I've been on both sides--employee and owner--and I'd rather figure out a way to budget for the inevitable carrots necessary to attract and retain talent than spend time on empty gestures that stroke the ego, mollify, and cajole. Not that you were saying just that..but I guess your post sent me off on that tangent, lol..
Well, keep up the posting, and thanks for sharing on the BizSugar community as well!
4254 days ago
In fact, it's so common to hear talk about total remuneration it would seem pretty realistic that you need to buy talent.
And yet... research shows consistent evidence that if pay is fair (meaning somewhere in the mid-point of market) people may be initially attracted by money but they commit and stay for other reasons such as meaningful work, good leadership and on going commitment to professional development. (see http://64.17.184.140/wp-content/uploads/2012/12/V4I1-7.pdf)
Businesses simply cannot buy their way out of dismal work or poor leadership as a core strategy and remain financially competitive.
Looks like this is a hot button for both of us - thanks a lot for your comment. Always a topic I'm happy to discuss!