How to Win the Talent War: 10 Expert Tips for Today's Job Market

By Chris Cosper

How to Win the Talent War: 10 Expert Tips for Today's Job Market

In today’s rapidly changing work environment, People_Communication-2the competition for recruiting and retaining top talent has never been tougher. Rhythm Systems works with mid-market companies across all industries, and the #1 challenge we consistently hear holding companies back today is staffing. To gain some insight into the specifics of the issue, we hosted a special Q&A with EY (Ernst & Young) talent expert, Randy Beck. We learned that winning the talent war goes beyond talent acquisition and hiring practices to maintain a sustainable competitive advantage.  Here are some of the top takeaways from that special event.

10 Ways to Win the Talent War

  • Recognize that employees at various levels in the company are attracted to different benefits, so customize your strategies to match your needs. Frontline workers, mid-level employees (including managers and subject matter experts), and C-level executives are motivated by different things. Be clear about the level you’re recruiting for, know your audience, and customize your approach to attract and retain talent. Here are a few starters to get you thinking:
    • Frontline Workers are looking for:
      • Opportunities to start work quickly and easily - how can you remove friction from the hiring process?
      • Flexibility to care for families - children and elderly - as conditions outside their control change
      • Health and safety related to all aspects of the job, including COVID-19 policies
    • Mid-level Employees are looking for:
      • Clear career paths and developmental opportunities
      • A healthy culture, core values match, and a positive work environment
      • Other A-players - top performers want to work with and for other top performers
    • C-level Executives are looking for:
      • The right fit between their specific talents/experiences and the role you’re hiring for
      • Opportunities to bring something unique and valuable to the company
      • Healthy team dynamics with other executives on the team
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  • Pay is important to job seekers- you must be competitive - but people have reevaluated their priorities this past year and seem willing to trade the highest salary for a position that offers them a well-rounded package. Company culture, employee well-being, flexible working options, connection to a greater purpose, and opportunities for career growth are particularly important in today’s market.
  • Networking is still the best way to find a job and the best way to find workers. Start with communities of people who have a connection to you and know something about your company and your business. Many companies are successfully recruiting retirees and former employees (Boomerangs) back into the office with flexible work options that didn’t exist when they worked there before. It’s important to recognize that people are changing jobs more frequently today than in the past, and the experience they have as they exit your company could be the beginning of a whole new recruitment cycle.
  • Flexibility is key. We’ve all been forced to experiment with non-standard work situations over the past year that we would have never voluntarily implemented. But what we’ve learned during this time is that there are many benefits to these flexible and hybrid work arrangements, and the talent market is demanding that we keep an open mind and consider new and creative work solutions going forward. Consider hiring part-time workers to increase flexibility and variable cost, contract workers to bring in specific skills, and “work from anywhere” strategies to remove geographical boundaries to recruiting.
  • The “Gig Economy” is thriving. As people are redesigning their lives, many are choosing not to go back to the full-time grind working for just one company. They’re incredibly happy moving from one project to the next, working with multiple companies, and choosing what to say yes to and what to say no to. A contingent workforce also offers many benefits for the employer for the right roles, including fast access to a wide and deep pool of talent, increased flexibility, and decreased cost overall.
  • Employee engagement is critical. Many are asking how to engage a remote workforce, and the answer is to not differentiate in-office from remote when it comes to engagement. Your efforts should be holistic and consistent, no matter where your employees are located. Age-old answers like continuous feedback, recognition, and opportunities to learn and grow still hold true. Technology makes it possible to do these things no matter where your workers are located. Get creative and don’t use physical distance as an excuse.
  • Succession Planning has always been important, but usually considered more as a way to minimize a company threat or weakness. Today you can use succession planning as a great retention and recruiting tool. It creates future opportunities, drives engagement, provides a path for individual development, and preserves the culture by developing and promoting from within where possible.
  • Social media marketing is your friend. When you have an open position, don’t just think about posting a standard job description on standard job boards. Think of it as a marketing and PR exercise. Tell the story of the company, the culture, the purpose, the opportunities. Why would someone choose to work for you over all the other companies hiring right now? And remember that your current workforce is your biggest network of recruiters. Encourage employees to post and share job openings, and incentivize them to bring friends and family to you.
  • Provide an inspiring vision and purpose. More than ever, people are choosing to work for companies that can clearly articulate their reason for being. Make sure your vision and strategy are well documented and presented in a way that makes it easy for people to connect the work they’re doing on a daily basis to the greater good. Invest in strategic planning, town-hall company meetings, and a tool like Rhythm that connects strategy to execution.
  • Continue to invest in technology. Advances in AI, bots, and new apps have allowed companies to reduce the headcount needed to do the same amount of work as just a few years ago. If you haven’t assessed your workflows, processes, and tech systems recently, you may find that you don’t need to fill every position that’s open. And remember that remote workers need access to the same level of quality equipment and system access as in-office workers. Many of us patched together home offices at the beginning of 2020, but now that we’re normalizing remote work, it’s time to equip our employees appropriately.

Whether we like it or not, the nature of work has changed, and the “future of work” is here! The companies who will thrive in the next few years will learn to embrace that change and will figure out how to make it work for them. Pay attention to what your employees and prospects are telling you with an open mind and a creative spirit, and you’ll do well.

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Looking for more information to win the talent war? Check out our additional employee scorecard resources:
 

A Real-Life Job Scorecard Example [SlideShare]

Use Job Scorecards to Build Team Accountability

Don't Get Stuck on Your Job Scorecard

Use Your Core Values and Job Scorecards in Your Hiring Process

How to Roll Out Job Scorecards in Your Organization

The Staggering Cost of a Mis-Hire: Use Job Scorecards Instead

The 5 C's of Team Accountability

Why Traditional Performance Appraisals Might Be A Big Mistake (And What To Do Instead)

Use Topgrading and Job Scorecards Together to Attract and Retain A Players

Rhythm Systems Employee Engagement Resource Center

 

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