As the War for Talent has becomes our new normal, what can your business do about it?
Timothy "Tim" Hughes 提姆·休斯 L.ISP
Should have Played Quidditch for England
The number one issue I hear from?sales?leaders?"keeps them awake at night"?is the need for talent.
So how is it that some businesses have cut the need for?recruitment consultants?and?advertising?
How is it that some business are saving the money spend on recruitment and are getting the best talent?
Even become the employer of choice in their market or vertical??
While others are scrambling in the dust for people only to lose them at the last interview?
As a job seeker the options to me and seeing how good or bad those options are ... are infinite.
Everybody, yes everybody uses your social profiles as the "go to" place to check you out
Your employees and future employees are scrutinizing your workplace culture on social media, now more than ever.?They are also checking out you as a leader and your team.
The world has gone digital
Your employees have an expectation as to your company's?digital?capability
If you are not empowering them with digital skills they will leave
Your future employees are on?social media?checking your business out
They can tell from your social profiles what your?culture?is like
They can tell from your social profiles if your company is a great place to work
They can also tell from your social profiles if you are a crap place to work
The social profiles of every single leader in your business is being scrutinized
From the?CEO?downwards
A modern business is social an old fashioned business is not
The social and digital challenge for business today
Was on a call this week, with two leaders in business, a?CEO?and a head of people /?chief human resource officer (CHRO).?They were from separate companies and the talk turned to?recruitment?and the CHRO said
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If you're not doing social in a personal way, you will lose that candidate
I asked her what she meant.
She described the?world today as a?digital?place to live.?She said that we all know that?LinkedIn?has been around for years and was always known as a job search site.?Many people's?LinkedIn?profiles are just that a?CV.?But things have changed.
She went on and?talked about the perfect storm of?mobile,?internet,?social media?and?Covid19, and how they had all changed?society?and changed the world of?business.?
But what has this got to do with recruitment?
The CHRO explained?that in her business they had tried to recently recruit people and they had got down to the final two and the candidate chose the other job.
As this started happening a lot,?she decided to go back and ask the candidates why did you go with the other job??Obviously this CHRO is passionate about her company and feels that their offer is better.
What she uncovered in the feedback was that the candidates (like modern buyers) are going online and doing their research.?When I mean online,?I don't mean the company?website, in fact job seekers didn't visit there as they knew what it would say and the answer would be totally predictable.
What they were doing was going on social, yes, sites like,?glassdoor, was important, but job seekers know these are often stuffed with "fake" reviews.?Like the supposed?Amazon?employee?Twitter?accounts. (There is a great article?here, that ranks the worse?Amazon?worker tweets.)
The modern job candidate
The modern job candidate is social media savvy, they look at the CEO and the leadership team on social media.??They look at the employees on social media.?From this we can work our a lot about a company, it's culture and values.
For example, in this blog?"Is your business proud to be corporate spammer?"?I explain how you can tell a lot about a company by the way it runs it's corporate social media.?This is a big 4 company.?You can see it's controlling, you can see it does not understand digital.
In this blog, I explain that many employees don't feel they have the skills to be digital?"76% of workers do not feel prepared for working in a digital-first world"?that said,?your future employees are also looking to see that a company is digital and you will be allowed to be digital.?
In this blog, I explain how from?looking at a company externally on social you can see what the internal culture of that company is about?"Let me explain one of your digital weaknesses I’m coaching your competition to exploit so you lose more deals"
What was that CHROs recommendation?
The CHRO recommendation to make sure that you get the most candidates and stop wasting time getting people through to short list only to lose them, was so simple.?
Your employees needs to be personal on social media / digital.
It has to be a digital place to operate, where the employees work in a digital environment.
That's not about tools, or the latest SaaS system, it's about collaboration and?using social internally.?
It was also about empowering your team(s) to share on social, to have digital conversations on social.
Employees need to be empowered to shared insight, to be empowered to share "life" content, be empowered to share human content.?That is what your candidates are looking for.?
Not sharing?brochures, in fact that is a massive turn off to candidates?as this makes your company look controlling and proves you don't understand social media.?
Check out this?research, that shows that people come to social, to be social and not to read?brochures.?
Having employees on social media today is critical.?
If you're not doing social in a personal way, you will lose that candidate
As?Alex Abbott?said recently on a post of mine
For years as a hiring manager, I've never felt I was qualifying the candidate alone, I've always felt I needed to help the candidate (the individual) get a feel for how great it will be to work in my team, share in our culture and provide a flavour of what makes us special, so they can make an informed decision (make the right choice! ;-)).
In our candidate led market, hiring managers must take note, no longer do we have the luxury of picking from a list of available people keen to work for our company. You're gonna have to work at creating a desirable culture to work in, and put effort into publicising this fact.
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Monopoly, Charades, and Rummikub -- dominating family game nights for 30 years and counting
2 年As we move to a new stage in the pandemic, we are also entering a new phase of disruption. I will call it hyper-disruption. Digital masters are accelerating away from their competitors. We're going to see an acceleration in creative destruction. Organizations can no longer afford a recruiting process that is 30 or 40 years old. The way organizations identify and secure talent must accelerate. That requires a fundamental transformation in the recruiting process. It's no longer about saving money. It's about survival, Timothy (Tim) Hughes 提姆·休斯!
Digital Commercial Strategist - Developing people and organisations to become leaders in their sectors - TedX Speaker - Keynote speaker, event host/compere/moderator - Artist
2 年Young talented people are leaving schools, colleges and Universities already decided who they'd like to work with because of the influence on Social Media. Just like buyers, deciding early thorough Social.
Save Ferris!
2 年It seems to be a repeating patter doesn't it. Organisations that are not digital-first end up scrabbling around for what's left after the real talent has been gobbled-up by those more agile businesses.
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2 年Create a culture people WANT to be a part of and tell the world about it. No other company I can think of exemplifys this more than Pixar.