Every organisation desires to attract the cream of the crop when it comes to their workforce. High performing organisations, in particular, are testaments to how crucial having the best talent is to overall organisational performance.
However, 82 percent of companies are convinced they do not recruit highly talented people. There are not nearly enough of exceptional job applicants for employers to choose from, hence, the fierce competition for these rare human resources.
While the average job seeker is often willing to take a run-of-the-mill job that puts food on his table, brilliant candidates are selective in their choice of where to work. This is not unconnected with the fact that they are confident in who they are and the value they bring to the table.
In its 2012 Global Survey, “War for Talent” Mckinsey and Company reported that superior talent is up to eight times more productive than average talent. This translates to a major productivity boost for organisations who are lucky to have them.
Nevertheless, with the low numbers of exceptional talents and high demand for their services, it’s important that organisations who are looking to attract these talents are strategically positioned to be desirable to them.
Many employers believe that job security, salary and other fringe benefits suffice as attractive packages for any employee. Nothing could be more wrong.
According to Herzberg’s Two-Factor Theory (also known as Motivation-Hygiene Theory), these extrinsic motivators are expected and do not necessarily provide extra incentive as opposed to intrinsic motivators such as recognition, challenging work and growth potential which will attract the brightest and best employees.
Here are a few things organisations can do to prove to top talents that they would be better off pitching their tent with them:
Build a reputable employer brand: It’s the social media age and word goes around fast. If your organisation is worth its salt in the league of “Great places to work”, you bet a lot of people would know already. There’s a reason Fortune 500 companies receive a deluge of CVs as soon as they announce they are recruiting. Indeed, Employer Branding Stats reveal that a whopping 94 percent of employees are likely to apply for a job if the employer actively manages their employer brand. Being recognised as a company where employees thrive and achieve their potential will score you massive points with superior talent.
Develop a strong EVP: It’s no secret that organisations battle to have the best people in their employ; it’s why you must institute a difficult-to-resist employee value proposition. This may be in form of flexible working conditions, high employee autonomy, challenging tasks, priortisation of work-life balance, better-than-average bonuses or travel assistance. The better your Employee Value Proposition, the more likely you are to attract the best workforce.
Create an avenue for growth: Every employee wants to know that they will not remain in the same role for too long, more so top talents. As an organisation you must communicate growth opportunities available to your workers. A brilliant employee needs the assurance that he will be promoted if he achieves certain goals, he also desires that his employers will provide the training and development he requires to hit those career milestones. Progressive companies emphasise career growth and development and it’s one of the reasons the best choose to work for them.
Have an already brilliant workforce: Highly skilled and knowledgeable job seekers are more likely to choose an organisation above others if they are certain it already has a workforce of intelligent people. Smart people do not want to be the smartest in the room. They crave a work environment that is mentally stimulating and are aware they can only get this in a place where almost everyone is cerebral.
Provide attractive pay and benefits: While money is often never the sole motivation for the brightest employees, it no doubt plays a significant role in determining who they choose to work for. If all the organisations offering them employment are at par regarding all of the aforementioned, an employee will have to decide who to choose based on how much they are offering in salary and benefits.