Recruitment has always run till very recent times on the belief that supply is more than demand. But as the war for talent continues and newer generations put work environment and salient benefits over monetary benefits, they have made recruitment a trickier business.
Before it was transactional where an employee gave in 9 hours and return took a market standard or higher compensation. Now it is about what is career progression planning, does the company supports the beliefs of the individual being interviewed, and whether the role itself lends to the personal aspirations of the candidates.
As rightly put by an HBR article, all organizations need to now have their three basic checks in place, what is the vision of the company and can that be trickled down to the employee base, what is the kind of talent that the company hires or the community that will be for the new hire and lastly how well does the role itself helps the prospective employee in their career and learning curve.
Although this does sound easy on paper, finding a cause that the employees can rally behind, a career progression plan that is equitable and fast-tracked enough for this newer workforce and a community of like-minded and talented individuals is not an easy task.
Having said that, if as a leader, whether a Start-up or a Legacy firm, working with your recruitment and HR team, and top management, can work out the three checks of what is your vision for the company, a learning and career path and finally the workgroup for your employees, it is easier to have your recruitment efforts lead to becoming the employer of choice.
It is always perceived that Employer branding is an external exercise but unless your employees are not becoming your brand ambassadors, the organization will always run on fumes of the three checks rather than having a great foundation backed by your talent.
Once the three checks are in place, all you need is to spruce up your candidate experience, where you become responsive and fast, your employee experience where the employee lifecycle is managed to provide maximum satisfaction to the employee, and an alum experience where your ex-employees will always feel part of the organization.
