The law of attraction is the name given to the theory that “like attracts like” and that by focusing on positive or negative thoughts, you can bring about positive or negative results. While there is no scientific basis to this theory it has gained incredible ‘street cred’ over the years to explain why you link up with the things you do.
So how does this theory hold water when you consider how your organisation hires its people?
Let’s consider one of the corporate giants, Google. Recently Universum an Employer Branding Company voted Google as the most attractive employer. In the global rankings based on the employer preferences of students from a vast array of countries including Brazil, Canada, China, France, Germany, India, Japan, UK, and the US, Google topped as the most attractive employer in both ‘business’ and ‘engineering’ categories. This comes as no surprise to most people who know of Google’s corporate philosophies of providing a balance of work and fun. The law of attraction appears to be working for Google; they attract hardworking, fun seeking employees who cultivate the same brand philosophies they espouse.
Whilst a corporate philosophy of work life balance is one way of attracting candidates to your company there is a host of other ideas that need to be considered. There is no one magic bullet; you need to invest time in ensuring all areas of your organisation are sending the same clear and coherent message to the candidate market to attract the right candidates .
Happening People look at 5 areas of the hiring process where you can influence the talent you attract in our Top 5 – How to Attract Top Talent to your Organisation
1. Make the Hiring Process as Streamlined as Possible
Right from the word go your organisation needs to provide a very easy and clear system to attract talent. You need to be up front and clear about your intentions and processes, from expressing to the job market the role you have available to what you are looking for in the ideal candidate. If you are using an agency to recruit, choose one that values what you do, that wants to be as transparent as possible, if they are cagey on details with you they will be with your candidates too.
2. Social Media
Linked In is the most used social media platform for candidates to find out information about an organisation according to The Talent Board, a non-profit organization whose sole mission is to call organisations attention to the corporate employment candidate experience. Make sure your social media strategy is focused on attracting the talent you seek. Top tip: Apply this idea to your Career Site on your own website. This is ‘the’ number one research tool candidates use to find out about your organisation.
3. Behavioural Interviewing
The Behavioural Interview Process is a structured interview style derived from the belief that past behaviour is a good predictor of future behaviour. It is used as a sound platform to assess a candidate’s suitability and likely success in a particular role, commonly referred to as ‘a candidate of best fit’. The benefits of this type of interviewing opposed to more traditional methods is that through the behavioural interview process you are able to elicit information and examples of previous work performance to assess capability and competency and thus choose the candidate of best fit.
4. Hire Good People Managers
Here is the Law of Attraction in hyper colour! Top talent likes to be surrounded by other top talent. They like to have career direction and development. They liked to be coached towards improvement and stretched to perform at new heights. When they feel they aren’t performing they seek help to turn that around. What they need is a great people manager one who understands how to build teams, coach individuals to perform at their best and one who can drive both to new heights with strong motivational techniques and an understanding of personal drivers. Mr or Ms Mediocre Manager has no place here!
5. Good Induction Program
Once you have brought somebody into the organisation, you need to give both them and the organisation the chance to shine. Having a structured 100 day plan worked out for them even before they start is one of the best ways to proceed. This is your time to get the record set as to your expectations of them as an employee and their reward and recognition for being part of a fantastic team and organisation. You also get to find out what really makes them tick and learn where their key skills fit with the business.
If you work for an organisation that has been struggling to attract the right candidates, help is available. Happening People can assist your organisation identify top talent with our Behavioural Interview Corporate Training Programs
(click here for more info) or call Happening People on 1800 68 67 69 or go to www.happeningpeople.com