Guest Commentator: Nathan Hughes, Account Executive, Creative Circle @Creative_Circle
In a competitive job market, how can organizations attract top talent?
Post-COVID-19, it's safe to say we're still working through the vestiges of a candidate-driven job market. To attract top talent, I advise clients considering their hiring processes to move with clarity and speed.
As far as clarity, by distilling and clearly communicating a role's responsibilities and associated projects, discerning and qualified candidates gain a clear vision of what they'll be doing. You communicate a basic understanding that their daily tasks will be important and that you value the intricacies of their future work.
Furthermore, utilizing speed within the hiring process is mutually beneficial to both candidates and hiring managers. Top talent prioritizes serious opportunities and may be working with multiple hiring teams, including agencies, when seeking a new position. Simultaneously, hiring managers have work that needed to be done yesterday and are looking for qualified professionals to do that work as quickly as possible.
When hiring managers open a role with my team, we submit five to nine qualified candidates within the first 72 hours. The goal is to conduct first-round interviews within one week; then second and/or final-round interviews within 14 days of each candidate's submission. Throughout this process, we consistently advise candidates on the next steps. A tight hiring process is essential when communicating your value to the best candidates for your role.
In addition, I advise clients to open the door to remote work whenever possible. The success of remote work varies based on the company and the role. If you're looking to fill a more niche role in your industry, you will cast your net to the entire nation's talent pool by opening the position to remote workers.
Last, candidates see a 'green flag' when the interview process includes existing team members who are made available for questions and testimonials. Doing so communicates confidence in one's company culture and promotes transparency. If the inclusion of a peer-level team member in the interview process is not possible, consider featuring pre-prepared internal testimonials that illustrate what someone can expect to experience as a member of your company.
Of course, once you've selected the perfect candidate and your offer is accepted, the Chamber's programs and events provide a path to further developing their network and skills while helping them feel more engaged with your organization. As a member of the Young Professionals Council (YPC) Advisory Board, I regularly urge senior leaders working for my Chamber-affiliated client organizations to promote YPC to their young professionals to advance their professional development. Demonstrating to your young professionals that you value their career progression and personal development inside and outside of their role is an important way to bolster productivity, goodwill, and foster higher retention rates on your teams.
More About the Young Professionals Council (YPC)
With nearly 2,000 young leaders working in diverse industries and environments throughout Greater Philadelphia, The Chamber’s Young Professionals Council is a resource for young professionals in our region to make meaningful connections.
Upcoming Event
Tuesday, December 13, 2022 | 4:00 PM – 5:00 PM| Virtual Event
In the next edition of YPC’s professional development series, hear from Kim Gaber, Leadership Coach at Vanguard, to learn the best ways to improve your self-assessment and integrate feedback into your workflow. Gather skills that will allow you to better appreciate and accept constructive feedback, and how you can distinguish feedback from negative criticism.
