Organisations are competing for talent on an unprecedented scale. KPMG’s survey of HR professionals revealed that more than 80% of respondents say that addressing skills shortages is a higher priority now than it was two years ago – and will become critical in the next two years.
So how are you approaching your talent attraction right now? Are you limbering up in the red corner preparing to knock out the competition or twiddling your thumbs in the blue corner wondering what to do next?
How can you package up your offer in the most compelling way? How do you make sure you and your recruitment partners are telling the same story? How do you make sure the experience promised in the ads and on your website matches that within the walls of your organisation?
This is how
Treat your potential employees like you’d treat your customers with engaging, relevant communication based on insight.
Use your brand values to make sure the promise in your recruitment comms is aligned with your culture. Get it right first time by employing people who demonstrate they’ll fit with your culture; recruit for attitude as much as skills.
You don’t need to be Mars, Unilever or Coca Cola to get this right. We’ve recently done just this for two clients in professional services. A strategic planning led research programme, including key messaging workshops defined a compelling and competitive value proposition for our clients as the potential employer of choice. From this we developed distinctive visual identities to act as blueprints for all talent attraction communications, whatever the channel, and striking creative campaigns to put them both firmly on the talent map.
It’s worth adding a postscript that you don’t need a mega media budget to raise the recruitment bar. The key is in uncovering your value proposition then developing a platform of consistent content to use wherever, whenever and however you want to get your message out there.