How to recruit talent

Recruiting talent is seen to be a complex process that isn’t just about convincing candidates to walk into your office for an interview. The truth of the matter is recruiting talent is about following through. It requires looking at every small detail of the recruitment process that might affect the choices of a talent to either accept an offer or continue their pursuit of a career elsewhere. A few examples of factors that play a part in candidates choices include travel time, accessibility to the office, the look and feel of the office and most importantly how welcome they are made to feel. Talent often requires nurturing, which calls for genuine emotions; real care and concern for them and their career progression. This is a vastly overlooked area of recruitment; the human factor. Is your organisation about people? Although often times overlooked, an organisations culture plays a significant role in recruiting and retaining top talent.

In my pursuit for talent, I have found recruiting these candidates requires three simple steps that guarantee to leave a positive impression and win you the best talent.

1.    Put your talent first
It is very important to place the interest of your talent first. Make your talent feel important, an environment that encourages candidates to want to work for you, and an environment where people are respected and there is opportunity for both personal and professional growth.

2.    Stay involved
A major mistake made by many is not being involved in the whole hiring process. It is important to ensure that your talent feels taken care of. The best motivation for talent is feeling valued.
3.    Be who you want to recruit
As the old proverb goes; birds of a feather flock together. If you want to recruit professional candidates, you need to be professional yourself. It’s that simple. Talent needs and wants respectable leadership. If you are recruiting exceptional talent, you yourself need to be an exceptional leader.

In the pursuit of talent, there are some very important questions that should be asked to ensure the right talent is identified and successfully reached and engaged.Here are the ones most important to me:

1.    What type of individuals should be targeted?
Identify the personality and type of person you want in your organisation. Quite often, it’s the clash of personalities that causes talent to walk out the door.

2.    Where can you find these individuals?
Identify where your talent pool is. This could range from a particular university to professional social media sites such as LinkedIn. Find out where the types of individuals you are looking for hangout.

3.    When should the recruitment campaign begin?
This is especially important if you are targeting fresh graduates.. Ensure you are well aware of university schedules or when a national service term ends (if these are your target markets). If not, identify timelines and get to work.

4.    How can you best reach these individuals?
Social media is a powerful tool to reach a mass audience. Identify where your target audience hangs out online or even through traditional means such as job fairs or internship programmes with universities. Create a targeted message that would appeal to them and use these avenues to reach your audience.

5.    What recruitment message should be communicated?
This is essential to firstly (and I dare say most importantly) getting your target audiences attention. A well-crafted, targeted message can not only capture one’s attention but also inspire and motivate. Tie your message into the goals of both your organisation and that of your target audience.
6.    What type of recruiters should be used?
This is solely dependent on where your target audience is. Traditional methods of newspaper ads may work for talent from a certain age group while social media may work for others. Identify your target audience and find out where they spend most of their time; online or otherwise.

7.    What should a job offer entitle?
This is another area that requires great care. Give your talent what they want but find a way to motivate them at the same time. This does not only involve monetary compensation but can encompass training, up skilling, incentive trips and the like. The key is finding out what motivates your talent.

The pursuit of talent in this day and age requires careful thought and planning to ensure the right candidate is identified and then nurtured to reach their full potential. This in turn ensures the success and growth of your organisation. Although this may sound like a cliché but I believe that great people make a great organisation.

If you would like to find out more about a career with Appco Group Asia. Please visit our career section.

Li Zhi Jia is a Senior Promoting Owner at Appco Group Asia and is Product Head for the Telecommunications Division in Appco Group Singapore.

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