TALENT WAR - You think you are attractive enough to top candidates?
Yasmine Yehia
Top LinkedIn Voice| Global Employer Branding at Schneider Electric| Top ICF Career & Leadership Coach empowering Leaders, Women & Youth through Coaching| Personal Branding Trainer & Coach| Public Speaker
TALENT WAR - You think you are attractive enough to top candidates?
The war for talent is a term coined by Steven Hankin of McKinsey & Company in 1997, and a book by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod, Harvard Business Press. The war for talent refers to?an increasingly competitive landscape for recruiting and retaining top talented calibers.
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This will increase moving forward - now we hear about different AI based tools, new technologies every day, new careers getting born like Sustainability, Data Analytics, Data Science, Information Security and others. Candidates with these kinds of capabilities know they are few and they have different expectations from their future employers.
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As per the latest report from the Global Manpower Group (Download it from the link at the end) - global talent scarcity increased to its highest at 77%, meaning employers are struggling more to fill critical roles.
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So, your employer branding team is your arm to help you understand what your future talents are looking for - what is it that they need. You need to be their employer of choice first before you ask them to choose you - How? by understanding their needs & communicating how you meet those needs.
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Your employer brand is the core thing that will make them choose you if it was built on their "attractiveness factors". Build a culture that matches your "skills of the future talents" and let your employer branding team communicate your value proposition in the right way, at the right communication channels "online & offline" and make them so interested to join you instead of you so struggling to attract them to you. This is your way to business growth in 2023.
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Some of the top attractiveness factors we have seen rising since Covid19 are:
1- Work-Life Balance and Flexible Working Hours
2- Work from home policy
3- Opportunities for international travel and relocation
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4- Strong medical insurance and medical coverage
5- Space for innovation
6- A culture supporting entrepreneurial mindset
7- Secure employment & stability
8- Respect for employees
9- Professional training & development
10- Meaningful purpose & sustainability impact
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Historically, you (companies) used to focus on the skills you need to hire to grow your business, the future is different - you need to start thinking what my top targeted candidates need to be interested to work for me, you need to show it, communicate it, build a connection with your top candidates through your communication channels and you need to be competitive to differentiate yourself from other.
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???????????????????????????????????This is how it goes in the war of talent.
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Resources:
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Business Process I Continuous Improvement I Quality Management I Operational Excellence
1 年Totally agree, Hope all companies invest more in the mentioned pillars. ??
Empowering personal brands of founders on Linkedin to scale their business ?? | Online Marketing Consultant ?????? | Online Journalism & Storytelling Instructor ?? | Top LinkedIn Creator ???? | Adjunct Faculty ????
1 年Talent is becoming more and more scarce every day, and employer branding is a great solution! Thanks for sharing Yasmine Yehia
Senior Offering Manager, Honeywell || MBA, University of Bradford, UK
1 年That’s exactly right! And you ‘as employer branding people’ are having a huge challenge to convince businesses - especially those old minded - that these factors are not just ‘nice to have’ anymore but are a must to attract and retain talents!
Giving Voice to the Human(e) Side of Business ??
1 年Thank you Yasmine Yehia for a great article pinpointing the important elements of employer branding in a smooth way ???? Anyone who still thinks that employer branding is luxury should look at Cristiano Ronaldo joining AlNasr. Apart from money, there are definetly some attractiveness factors that made him sign and elevate the employer branding of the Saudi team. ??
Manager - Corporate Relations (Middle-East Africa)
1 年Agree Yasmine Yehia, especially the 10 areas you have pointed out. While not intending to be generic to all , in my own personal experience,unfortunately the very gatekeepers to a potential #candidate or future #employees #engagement #experience is marred by total lack of responsiveness, professionalism or basic courtesy to provide feedback. These individuals will indulge in all sorts of PR grabbing opportunities and extoll about meaningless awards, yet try getting to reach them and they develop selective insomnia.