In Pursuit of Top Talent in the Digital Era

In Pursuit of Top Talent in the Digital Era

By Wiss (399 words)
Posted in Human Resources on January 20, 2016

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By Lisa Calick

Remember what recruiting talent was like during the Great Recession? In 2008 and 2009, hiring topnotch professionals involved little more than spreading the word among your staff and waiting for choice candidates to roll in.

Fast-forward several years, and recruiting young, bright employees is markedly more difficult. The job market has rebounded over the last five years, recruitment tools have evolved and younger job candidates are using new media to access job information. As an HR specialist, you must be proactive, creative and tenacious in your pursuit of the people who best fit your culture.

Here are some tips for attracting the best employees. 

Control your brand

Your company projects an image to the outside world, whether you want it to or not. In the eyes of talent in your field, yours is the company that’s … what? That’s stable but a little stodgy? Friendly but a bit dreary? State of the art? Hip? Doing leading-edge work? If you don’t decide what your company’s brand will be, the outside world will define it for you.

The strength of your brand determines how much you’ll need to sell your company to top talent. Do you want to be seen as the type of company younger candidates will strive to join? If so, determine what you must do to elicit their passion. 

Use social media — and not just to recruit

Millennial professionals are active on Instagram, Twitter and Snapchat, as well as Facebook and LinkedIn and some sites you may not have heard of. They’re job-hunting on their phones.

If you’re not of the social media/digital technology generation, consult associates who are to ensure your messages are appropriate and engaging for social media platforms.

Create a more efficient hiring process

To ensure you get your top candidate, include the right people in the interview process from the beginning; in the current job market, the best candidates may not be available for second and third interviews that are drawn out for weeks, or even months. Once you have found the right person, take immediate steps to lock that person in so he or she doesn’t take a position elsewhere. Attracting top-tier millennial candidates in a competitive economy can be a challenge, but it’s one that’s well worth the effort.

Lisa goes more into depth in the full article here

If you have comments or questions, reach out to Lisa Calick, Wiss' HR Director at lcalick@wiss.com or 973.994.9400.

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