There is a war going on: the War For Talent. Whether you know it or not, you’re already involved in this great battle if you’re looking to continually source the latest and greatest talent. There are only so many new graduates leaving school this year, and as we learned in Economics 101, with a limited supply comes greater demand.
Phase 1 of Landing Great Talent: Flipping the Switch to a Customer Mindset
Your organization’s sales and marketing teams spend their days focused on selling to customers. As an HR professional, you focus on selling just as much as these other departments, with one little difference: your audience is employees instead of customers.
Those strategies should sound pretty familiar to anyone who has tried recruiting and onboarding… well, anyone… ever. That’s because respect, open communication, and needs-centric service work to sell not only products and services, but your company's brand as well. Landing great grad talent starts with first flipping a mental switch organization-wide and approaching recruiting from a sales mindset.
Phase 2: Building an Employer Reputation That Appeals to These Consumers
How do salespeople and marketing professionals sell to customers? By identifying their needs and wants, and then addressing these needs and wants. Translating that from sales speak: give the people exactly what they want and they’ll love you for it!
Recruiting Hack: You’re probably already actively posting on Facebook, LinkedIn, and perhaps even Twitter and Instagram, but consider taking your social media marketing to the next level by using videos to personalize your employer brand. Create an “about us” video that charmingly brags about your brand, features employees talking about why they love what they do, and gives viewers a reason to care. After watching, new grads should get a feel for what they would experience when stepping into your office.
Recruiting Hack: Although you may be wooing more than one new graduate, the key to recruiting success is to make each one feel like they’re the most important. Customize your response emails whenever possible (even if this means using a CRM to separate emails into much more targeted batches), prioritize human interaction, and add detail to job descriptionsto ensure that they stick out from the generic crowd.
Phase 3: Onboarding the Ever Loving Engagement Into Your New Employees
Hooray, you’ve landed some new hires! That's absolutely cause for celebration, but don’t let it stop you from continuing to woo your new employees. Think of it as a marriage; saying “I do” is just the beginning. Employee onboarding is a natural extension of that initial recruitment stage, and the time to promote engagement and build the foundation for a happy (work) life starting from the employee’s very first week.
For Generation Z, a cohort of digital natives, digital onboarding is the way to go. If you have yet to create a customized onboarding program that combines seamless user experience and personalized content, there’s no time to lose.