Improving Talent Experience: Personal Insights from 150 Calls

Over the last 3 weeks, I have had the privilege to speak with over 150 talents in the mission to find the right talents as the Qra family expands. Personally, it is important we give each talent a positive experience in these conversations so that they keep a good impression of us and the company we represent, even if they do not join the company. After all, they could be the connection we need to get to the right person in their network. In my situation, the fact that many of these conversations were "cold-calls" made it even more challenging and elevated the importance of having the best conversation possible.

So here are the five "Be's" which I have found handy:

Be Sincere

Success in this conversation is a win-win solution for both parties. It is not just about us getting the right talent but also them getting the right job. I often start with listening to the talent's story to genuinely understand who they are, what they are looking for and work through with them if Qra is the best place for them. There have been a number of sessions which ended up with me advising the talent on other companies and places that may be more aligned to their individual purpose

Be Transparent

Giving a realistic picture of the work, environment and colleagues helps to build authentic connections with the talents. This also includes be honest in the the "sensitive" remuneration conversation. I found it helpful to hear what they may be expecting but also approach with a clear budget in mind. Clarity of Qra's proposition which is a progressive culture that champions for local talents to actively grow has helped me articulate "why" Qra beyond just fair remuneration.

Asides that, my team and I do TRY our best to notify candidates that do have not been selected to provide closure with clear feedback on why they may not have been selected. Having said that, this task is resource intensive and we have found ourselves unable to go back to all candidates. Therefore, if you are one of the candidates who we got in touch with but 'ghosted' on, do reach out to me or my team and we will seek to follow up with you.

Be Inspired

It helps to believe in what your company stands for or the vision it has as this is often communicated through the conversation with a prospective talent. It also helps most talents consider if the same "Why" resonates for them. For me, Qra's vision to be a modern neighborhood grocer that enables the communities we serve to eat well and live well resonates with me. I envisage it as a place for genuine connection between the Qra family and our customers beyond the awesome array of products we carry.

Be a Spark

Seek to make this conversation the best event for their day. This gives the talent less reason to say good bye or regret spending the time to connect with you. This means going into the conversation with a positive mindset and communicating with clear energy across the call. I found it useful to move around as I talk in order to keep the pep in my voice. Taking a break after one or two less effective conversations also help ensure that none of the negative emotions is carried over.

Be Open

Expect the possibility that the conversation may conclude in a different decision than the initial objective of the conversation. There have been occasions where I discover that the talent is a better fit in a different role than what they initially applied for. It helps when I have a clear view of the positions available and cultural nuances within each team. In some cases, the talents have instead connected me with their friends who they feel would truly thrive in Qra.

Do let me know if these 'Be's resonate with you or if you have other ways to give talents the best experience possible.