It's no secret: employees make your organisation's success. But recruiting enough and, above all, the right talent is not easy. Here are the six misses we encounter most often.
Miss 1
You target only active jobseekers
See our vacancies or We are looking for colleagues. Anyone who is active online regularly sees quotes like this. Statements that especially resonate with talent that is actively looking for (other) work. But did you know that only 10 to 12 % of the labour market is actively looking?
A much larger group are latent job seekers. They do not view job boards, nor will they click on a call to view vacancies.
What they do rely on? Communication around shared values. Do your organisation's work values match the personal values of that latent seeking talent? Then a seed has been planted to get to know each other better in the future. So in many cases, finding talent is not a straight line from A to B. But often takes a bit longer than reaching latent jobseekers. Interesting? Definitely. This target group is about 4 times larger than the group of active jobseekers!
Miss 2
Only your recruitment team pays attention to recruitment
OK, that the recruiter is involved in recruitment makes sense. But don't expect miracles from the recruiter alone. Reaching the labour market and enthusing talent will only really work if you deploy your company's total legion. Because behind every talent that works for you, there are easily a few other talents with the same work/education background. Whether they fit your organisation? The colleagues working at your organisation know best.
So use everyone's ears and eyes. Of course, you have to guide that. Because it is not natural for everyone to look at his/her network in this way. Communicate not only what you expect from everyone in terms of efforts but also help with the how one can address this.
Miss 3
The candidate trip lacks the WOW effect
An employment relationship is like a real relationship; you have to keep it exciting. If someone has chosen to join your organisation, it is not a guarantee for years to come. Keep investing and surprising throughout the candidate and employee journey. For one thing, that's in making sure things are well organised within the organisation. We test this at Goals using the Magnet Score and associated work elements. On the other hand, it also lies in the communication around it. It may, no should, also be a party to work. After all, you spend a third of your life at work, which is not nothing.
Miss 4
HR and marketing do not work together enough.
Following on from the previous point: if we have learned one thing at Goals in 20 years of Employer Branding, it is that an employer brand is only successful if HR and Marketing/Communication work well together. After all, employer branding is more than just a nice picture to the outside world. Living up to expectations is largely HR's responsibility. In addition, an employer brand is not a snapshot. It is a matter of continuous building in order to stand out in the labour market. Besides HR, the driver can also be Marketing/communication: if we facilitate x as an employer, we can assume a more distinctive position compared to the competition. Creativity and good embedding in the organisation; it is interplay between Marcom & HR.
Miss 5
You sail too much on your gut feeling
In the current labour market, establishing a strong employer brand is more important than ever. With this, we also see that the money invested has increased significantly in recent years. However, what is striking is that there is still a lot of gut feeling. This while in other forms of marketing, such as B2B or B2C marketing, it is quite common to do market research. This way, your gut feeling can be substantiated and investments can be traced back to goals and demonstrable results
Sailing by gut feeling is really not necessary. Much research has been done on the success factors of being a strong employer. Tip: read more about this in our whitepaper On the 6 pillars of being an irresistible employer.
Miss 6
You leave the back door (wide open)
All efforts are undone if the back door is open. How many % of your talent leave the organisation every year? Take a look at what factors could extend their dwell time and capitalise on this.
Undoubtedly, people leave the organisation under the premise that the grass is greener at another organisation. Incidentally, this is by no means always the case. So always call the good leavers after 3 months to sincerely ask how they are doing. You will see; this is a quick win to win talent back for your organisation as well.
What misses do you make?
What miss is being made within your organisation that you would like to solve? Use the tips above. Would you like to spar with us and be inspired by real-life examples? Let us know.
