HR Trends - February 18, 2025
Why Should People Work for You?
Every organization is aware that the war on talent has shifted completely to the talent side by setting an example on best recruiting practices. This shift is mainly due to the competitive nature of hiring top performers across all organizations of each industry. What might feel like a lifetime ago when there wasn’t enough supply of jobs, nowadays talents are able to be selective when it comes to employment. If your organization isn’t on trend or up to standards that has been set by the market, you will probably have a tough time attracting good talents.
Before we dive into having the best recruiting practices and attracting top talents, lets look further into what drive talents away from your brand. Based on LinkedIn’s 2016 Global Talent Trends, biggest bottlenecks are:
1. Not knowing what it’s really like to work in your company – Lack of transparency on the culture, values, perks and benefits, and vision
2. Not understanding what’s expected of the role – It could be from vague JDs or lack of communication around expectations during interview process
3. Not hearing back after applying to a company – Recruitment is a two-way street. Always treat people with respect if you want people to respect your process
4. Difficulty negotiating salary, role, etc. – Every person has their own personal commitments. If we tiptoe around salary conversations, we will miss out on understanding each talent’s personal drive and challenges
5. Unclear communication during recruiting process – Sufficient communication is the key to ensuring constant buy-ins and commitments
If you are having difficulty attracting talents for your organization, perhaps you would need to look into these 5 things. Ask yourself, do you have the right people for your business?
In the same report, it was shared that there are workarounds to ensuring your brand attracts the best talents in the market. These are some value-added candidate experiences you can consider:
1. Career trajectory
Every person that gets into a role would want to see themselves getting promoted within 1-2 years’ time. Stagnancy will tend to lead to burnouts, and it is best that things are well communicated on the plans around the talent’s progression in the business.
2. Expectations and workload
Every job comes with their own challenges and every working professional should be aware of that. It is important to articulate as holistic as possible to the talent around what is required of them. If things are left in ambiguity, most talents would then look for a role that can provide that clarity.
3. Day in the life
A job is a job and that is clear, no matter what organization you are in. But what makes working with your brand different would depend on how much you care about the entire working experience. Culture, values, or even the people you’ve hired; all of this makes the difference between Company A and Company B.
4. Employee testimonial
What better way to sell your brand? By the top talents you’ve hired, of course! Conversations with recruiters or hiring managers can be deemed as biased, and there’s only so much a JD can share with you. It is best if you can schedule a chat between your potential hires and your current employees. Let your people be the advocates for you!
At the end of the day, organizations need to be aware that the war on talent is no longer on their side and it is important to address all the key concerns, mainly around the recruitment process. As a brand, it’s crucial to really understand how much the market has shifted and it is the sole responsibility of each brand to adapt to these changes. There will always be talents for you, but are you attractive enough for them?