Rebuilding the workforce post-pandemic is high up on the agenda. But the war for talent is throwing a huge spanner in the works. Halting possible growth into new markets, limiting exploration of new skills; we’re witnessing the evolution of what it means to do business, where talent holds the reins.
How to Win the War for Talent?
In today’s fiercely competitive job market, winning the war for talent requires a strategic approach that goes beyond traditional recruitment methods. To attract and retain top professionals, organisations must adapt and evolve. Here are key steps to secure victory in this ongoing battle.
- Firstly, embrace a proactive mindset. Engage with candidates early, fostering relationships through networking events and industry forums. Next, refine your employer brand, showcasing a compelling company culture that aligns with the aspirations of highly talented individuals.
- Stay ahead of the game by leveraging data analytics to identify emerging talent trends. Craft personalised candidate experiences, tailoring each interaction to demonstrate genuine interest in their career progression.
- To retain talent, prioritise employee development and growth opportunities. Foster a culture of continuous learning, offering training programs and mentorship initiatives. Additionally, establish a robust employee engagement strategy, recognising and rewarding exceptional performance.
Read on to explore the six mistakes that could be costing you in the war for talent…
DIY recruitment means you’re missing out on candidates
With fewer applicants out there, businesses don’t have the luxury of time to take a casual, unskilled approach to recruitment. Simply posting directly to job-boards isn’t enough to attract, select and engage with talent.
Utilise the skills, experience, the tech and the talent pools of existing recruitment agencies, especially specialists in niche sectors (*cough cough*). Investing in recruitment services is a must-do if you’re serious about securing the right talent.
You’re hiring process is turning talent off
There are a fair few ways the hiring process could be costing you talent. A couple of key mistakes are:
- Dull ‘career’ pages that lack the vision to inspire prospective hires
- I ‘want it all’ job descriptions
- Not advertising salary range and/or not offering core perks (i.e. hybrid working, flexible hours etc.)
- Poor, or too long of an application process
- Lack of, or dragged out communication
- Lengthy and intense assessment and interview stages
- Discarding unsuccessful applicants poorly (and missing the opportunity to keep them engaged for later opportunities)
Your employer branding is drab, or non-existent
Whether you like it or not your business should have a marketing strategy with its sole purpose to attract (and in-turn retain) talent. You can start simple, by adding imagery, and content that showcases what it’s like to be an employee in your business, but if applicants have no sight of the ‘people’ behind your success – you may be falling short.
It’s worth mentioning here that your employer branding often shines brightest once you have developed a strong employee value proposition (see next point!), which paired together strengthens your recruitment marketing strategy.
Find out how to develop tomorrows STEM talent.
Where’s your employee value proposition (EVP)?
An EVP is made up of much more than just the benefits your business offers its employees.
This is everything from career (and personal) development, well-being and a sense of purpose. Compensation will likely be the first draw to your business. But you need to consider what other EVP offerings will help you to retain and attract talent, especially now with multiple offers on the table.
You’re neglecting your current talent, and not utilising internal talent pools
Talent talks, and businesses who fail to retain top talent are not only creating the need to rehire and retrain but also creating a talent vacuum. If you’re not already… utilise exit interviews, employee engagement surveys and consider internal mobility and levelling up your learning and development to ensure top talent remains challenged and grows within your company – offering opportunity to attract like-minded talent.
You’re not considering transferable skills and experience in talent short areas
It pays to think outside of the box when it comes to getting the right talent in the door. In skill-short areas it’s worthwhile considering candidates who have the potential and transferable skills to be the right fit for the role. In practice this looks like hiring a games software developer for a vehicle automation engineer role – these ‘lookalike’ candidates could be just the ticket – and often allow for enhanced performance due to the innovative mind-set a new perspective provides.
Find out our home-grown talent with Harry McWhirr.
Are you growing but failing to secure the talent to drive your business forward?
That’s where we come in. We relieve you of the challenge of recruiting specialist technical and engineering talent yourself. With 25 years’ success in recruiting across some of the most demanding and competitive technology and engineering sectors in the world, we are the ideal recruitment partner for your business needs. Find out more.
Why Come to ARM?
At ARM Recruitment, we stand out from the competition in the war for talent. With a proven track record of success, we specialise in connecting exceptional professionals with top-notch companies. Our extensive network, built over decades, allows us to tap into exclusive opportunities that others can’t. Our dedicated team of industry experts combines cutting-edge technology with personalised, human-centric approaches to deliver tailored solutions for your recruitment needs.
We prioritise long-term partnerships, ensuring that we understand your unique requirements and find the perfect fit for your organisation. Choose us for unrivaled expertise, personalized service, and a commitment to your success.
Get in touch with our team today.
Stephanie Birch-Foster
Group Marketing & Communications Manager
