What do you do if you want to attract top talent by committing to lifelong learning in recruiting?

Attracting Top Talent by leveraging your EVP where it showcases that the organisation is actively embracing continuous learning, such as mentorship programs, cross-functional training opportunities and partnerships. Emphasize the importance of growth mindset and skill development during the recruitment process and how the company is investing in such initiatives with provisions for professional development and advancement.

Si estás en una empresa que creyó que por contratar un LMS iba a ser suficiente para conservar y desarrollar al talento, seguramente ya te diste cuenta de que no fue así, que menos de 15% lo utiliza, y que menos de la mitad de ese porcentaje realmente le saca provecho. El talento no quiere que le digas que hay miles de cursos disponibles, quieren saber que pueden crecer dentro de la empresa, que alguien sabe de sus intenciones, y que los recursos para cerrar sus brechas están disponibles hoy y lo estarán después,

To attract top talent, embrace lifelong learning in recruiting. Invest in professional development programs, offer learning opportunities, and promote a culture of continuous growth. Highlight these initiatives in job postings and interviews to show your commitment to employees' career advancement. This fosters a dynamic environment that appeals to top candidates seeking growth opportunities.

A good practice that can be implemented is gathering more perspective to what top talent you engage with is seeking via a job or longer term career within recruitment. This will 1) inform the type of career paths they seek or have interest in (ie recruitment, sourcing, or recruiting adjacent/COE - HR ops, HRBP, university recruitment) 2) Make a connection to what is best to sell that the company offers to talent in L&D 3) Continued insights from informationals can help navigate refresh and adpoting new learnings that best model what top talent is seeking in an employer to be set up to be fulfilled in a recruitment role at the firm.

To attract top talent by committing to lifelong learning in recruiting, follow these steps: Promote Learning Culture: Value continuous growth. Offer Opportunities: Provide access to diverse learning resources. Highlight Learning Initiatives: Showcase growth prospects in recruitment efforts. Include Learning Goals: Clarify learning opportunities in job descriptions. Emphasize Career Progression: Illustrate paths for advancement through learning. Lead by Example: Demonstrate personal commitment to learning. Partner with Institutions: Collaborate for tailored educational programs. Support On-the-Job Learning: Facilitate hands-on experience and mentorship. Measure Impact: Assess learning initiatives' effectiveness.

One of the biggest turn off in a recruitment process is when a recruiter doesn’t understand the job description that he hires for. It’s a big opportunity to know more about the job description and get more details about the the vacancy that you hire for to sound more logical for the candidates you hire

Las descripciones de puesto suelen hacerse sobre las rodillas, a las carreras, porque RH las pide y quien lidera la vacante no tiene el expertise para realizar la descripción. ?Qué hará? Una búsqueda en Google y Linkedin y sin más, le dará una editada rápida y la entregará, con lo que la persona que buscarán puede no ser la que necesitan en la empresa y en ese rol. ?Qué sucedería si pudieras extraer el ADN de los top performers en la posición? Solo tendrías que ponerlo en blanco y negro y salir a buscar personas con los mismo rasgos. Si hoy no sientes que puedas hacer algo así, estás volando a ciegas, y seguirás batallando con los mismos problemas que hasta ahora.

If you are recruiting for an industry specific company it is imperative to learn that industry. Learn its mission. Identify all of the different positions and what their specific role (or even job description) is. Shadow them if you must. It is not enough to read a job description. Experience what that day to day operation is for that individual so you can then seek the best talent to match or be greater than them. Recruiting to me is also being a forever student as this is a profession of adapt and change.

Keep your hand on the pulse. Read books on recruitment, watch training videos, listen to experts in your general business. Don't forget to analyze and process the information received in the process yourself.

Investing in the developing plan for you employees will always reflect in to many good things in many aspects. Developing plan also is also should be attractive when offering the package

Como dice Simon Sinek, hay que empezar con el porqué. El LMS por si solo es solo un gasto, no una herramientas para desarrollo y fidelización (retención de talento) ?Por qué un empleado quisiera seguir un programa de desarrollo? ?Sabes que la persona 'A' quiere llegar a ser la #1 en su puesto, rol o campo, o lo estás asumiendo? La persona 'B' sí quiere llegar a serlo, pero está en otro rol actualmente, mientras que la persona 'A' que hoy es la mejor, ya no quiere seguir en ese rol y quiere iniciar una nuevo sendero de carrera. Si asumes sin saber, vas a terminar perdiendo no solo su expertise, sino también su interés, ya que si se queda, lo hará sin motivación para desarrollarse.

You still have to be able to find the right, correct, innovative information because there is so much empty information out there now. Listen to your colleagues, join various social media groups and follow what is being discussed.

Do not underestimate your connections. Meaningful relationships can help you when needed at anything, attending conferences, recommendations or referrals and providing knowledge about different job natures.

Linked In and other networking tools have been an amazing resource for me in both learning and building networks. For my fellow TA folks, check out TALK Talent, Recruiting Brainfood and a great learning and team building event - RecFest! (UK and USA). There is so much knowledge out there - go find it! Network and learn!

Develop yourself as a person and a professional. Learn to build relationships with colleagues and candidates, find the right information in a huge flow of information. Most importantly, analyze and think for yourself.

Develop as a team, collectively. It promotes learning for all. It allows you to attract like-minded people who are committed to improving your work.

Team growth also is a way of employer branding method. You are making sure when working with our team it will competitive in a healthy way to gain the experience and also supportive at the same time to grow and achieve our company’s vision.

Recruiters are the first image for the company. All the mentioned aspects should be applied on the recruiter to make it authentic and genuine for the candidate to guarantee that all of the attractive points are actually happening not just words.

Save time. Recruitment process that takes so long makes your candidate not interested even for future vacancies. We live in a world full of changes, if you didn’t catch up, someone else will, so you got to seize the opportunity to hire the good candidate faster than others so that no one else would hire him/her. Also good onboarding is essential to not losing the candidate in the first probation period