Attracting And Hiring

Talent

INTRODUCTION
Organizations

need talented people. And talented people are not always

easy to find or to hire in the current job market.

Acquiring

and retaining high-quality talent is critical to an organizations

success.
Within

the last decade the War for talent has become fiercer.

Attracting

and Hiring is needed according to marketing need and also the

culture of the organization.

CURRENT SITUATION..
Drowning in Resumes
Starving for Real
Candidates

Most Important Management Job

Your success as a manager is simply the result of how good you are
at hiring the people around you.
Finding the right people is the single biggest problem in business
today.

DEFINING THE JOB

How another person may complement the existing strengths in your
team
How another person may counteract the existing weaknesses in your
team
Whether the jobs outcomes can be performed in alternative ways, for
example part-time or job-share
How to encourage people, who are traditionally blocked from this job,
to apply for this position
Any implications for the role of your agencys workforce plan, and
The knowledge, skills or abilities that are specifically required by your
organization (such as treating client information sensitively).

POSTING VACANCIES
Before posting a vacancy, management needs to decide whether:
It intends to retain the job in its present form and with its present title,
remuneration and status;
Selected attributes of the job, for example, skill or experience, will change;
there are sufficient qualified, potential applicants serving in other positions within
the Organization who may be potential candidates for that job;
The existing organizational policy on attracting and hiring is still applicable (for
example, whether referrals, by staff members, of friends and family are still an
acceptable way of filling vacancies);
The organizations stands to benefit more, in the long-term, from attracting
and hiring applicants from external sources.

WRITING JOB DESCRIPTIONS

Job descriptions:
provide an overview of a job, which helps people decide whether
they want to apply for the vacancy or not, and
Provide information to applicants that will assist them to apply and
compete on merit for the job.
Writing Job Descriptions:
Use non-discriminatory language.
Write in plain English.
Market the job and the workplace to make it attractive to
people.

Top Tips for Attracting and Hiring Top

Talent
Focus on your companys brand as an employer of choice

onayour
companysstudy
brandfor
asmarket
an employer
Focus
Conduct
compensation
data of choice

compensation
study for market data
Conduct
Create a atotal
rewards strategy

a total
strategypractice
Create
Treat hiring
asrewards
a key business

hiringisasking
a key business practice
Treat
Knowledge

is market
king value
Knowledge
Awareness of

of market
value
Awareness
Declining work
satisfaction

work working
satisfaction
Declining
Concern about
hours

Concern
Ambiguityabout
aboutworking
money hours
Ambiguity about money

8 Traits to Look for When Hiring

1. Resourcefulness
2. Resiliency
3. Confidence
4. Coachability
5. Versatility
6. Industriousness
7. Loyalty
8. Principle

Hiring: 6 Secrets to Attracting Top Talent

1.
2.
3.
4.
5.
6.

Define the exact criteria.

Develop a compelling recruitment plan.
Cast a wide net AND a targeted effort.
Treat candidates like customers.
Limit the number of interviewers.
Move quickly when you find the right person.

Interviewing Strategies

Dont talk too much.

This is the biggest mistake that most interviewers make.
Put candidates at ease, be friendly.
Probe for specific, detailed answers.
Lots of follow-up questions.
Ask situational questions.
Concentrate on past successes and skills, not on experience or education.
Do not respond to negatives keep an open mind.

The Ultimate Hiring Rule

Everything else being relatively equal, always hire the smartest person.
You can teach people almost anything, but you cant teach them to be smart.
But cant use IQ tests.
The only thing that can overcome a deficiency in intelligence is motivation
(but you cant motivate people; they come motivated, and all you can do is
provide an atmosphere that unleashes their desire to succeed, their need for
mastery).
Dont use personality tests.

All Companies Are Having Difficulty Attracting

and Retaining All TALENT
83% Have Difficulty Attracting Critical Skill Employees
65% Have Difficulty In Retaining Critical Skills - Regardless Of Industry
But Now Significant Increases Have Resulted In:
Over 50% Of Employers Having Difficulty Attracting Non-critical Skills
And
43% Having Difficulty Retaining Non-critical Skills
And Its Now Worse Outside Of High-tech

Flexible (and even fun?) Environments

Flex

time
Freedom to innovative ideas
Casual dress
Travel Perks
Recognitions
Appreciations, Promotions..

More Strategies
Increasing paid time off
Investing in the company
Supporting training and development with tuition assistance
Enhancing health and wellness benefits
Implementing small perks
Providing a pay for performance culture
Allowing flexible work arrangements
Adding creature comforts such as snacks, recreational facilities, free
meals, and convenience services
Furnishing community activity tickets and gift certificates
Offering weekend staycation deals

CONCLUSION

Developing

an effective strategy for attracting and hiring

key employees is imperative for your bottom line.
While designing and implementing such practices, one
important thing is to be kept in mind that the HRM practices
should be analyzed from time to time and it should be updated
accordingly.
Thus, this will help the organizations to take right action at
the right time.

References
Schuler,

Randall S.: Personnel and Human Resource Management, Third Edition.

1987
Australian

Government/Australian Public Service Commission: Guidelines

onworkplacediversity.In
http://www.apsc.gov.au/publications01/diversityguidelines8.htm
Meeting
to

the Challenges of Tomorrows Workforce, Supplement

Chief Executive, August/September 2002

Taken

from
website:
http://buzzle.com/chapters/business-and- finance
occupation-and-employment-issue.
Burleigh,

Susan L. and Wilson, Kevin C. Developing a Recruiting Strategy: A

Critical Human
Resource

Initiative. Taken from

http://www.utoledo.edu/~ddwyer/mgmt3220/recruitstrat.htm
Fisher, Cynthia

D.; Schoenfeldt, Lyle F.; Shaw, James B.: Human Resource Mnage
ment,Second Edition. Boston, MA, USA, 1993.
Dessler, Gary:

2000

Human Resource Management, Eighth Edition. New Jersey, USA,