Having a solid talent recruitment strategy can make a big difference in the growth rate and morale of your organization. And it’s not just the responsibility of the human resources manager to spread the word about job opportunities and company growth. At The YGS Group, Yvonne DeSalle is the director of associate engagement and talent development. “Candidates want to know the WIIFMs—‘what’s in it for me, to work here?’ You can help them quickly identify the benefits by developing and communicating your organization’s value proposition,” she says. As you get started on talent recruitment, consider these steps to make communicating the value proposition a team effort:
- Expand your company’s scope. Depending on your industry, there may be alternative methods to advertise open positions and company growth. Post job listings where you might not think to—the coffee shop down the street or the supermarket. Explore local and regional career portals and job listing opportunities. People still read the newspaper, and maybe there is a regional magazine or newsletter that publishes job opportunities.
- Team up with local or regional colleges and universities. Connect with career advisers and deans to create a talent recruitment crew. These relationships can help foster both your company growth and the enrichment of local students, with internship programs and commencement-to-career pathways. Inquire about a career-posting portal that is sent to alumni.
- Never underestimate the power of word of mouth. Your strongest allies in talent recruitment are the people who already work for your organization. “As recruitment is everyone’s responsibility, there is value in promoting and compensating for it. Provide associates with preprinted referral cards they can hand out when promoting your organization’s career opportunities,” says Yvonne. Be sure to include links to your online career center and social media, too. Digital word of mouth is an important component. Keep job openings listed in a primary space in the office where employees will be likely to see them. (At YGS, they’re right next to the restrooms!) One thing that can’t be missing from your recruitment strategy is a positive impression from your employees. If they are happy at work, chances are they’re going to talk about it.
Keep these questions Yvonne poses in mind when developing your talent recruitment strategy and organization’s value proposition: What type of organization are you? What makes your organization a great place to work? What are the traits of your leaders? What are the promises that your associates deliver on each day? How are employees treated within your organization? It’s not enough to develop and promote a value proposition statement in your various communication channels, such as your website, blog, and career postings; you must live it. Honoring your own value proposition and living up to your promises goes a long way in recruiting and retaining associates.