Companies today are forced to face a big talent challenge…acquiring, developing and retaining employees while always reflecting the key business goals of the organization. Employers want to make the most of their talent but are getting more and more concerned about their ability to leverage human capital. Successful companies are managed by people who understand that talent management is a complex discipline and that a talent management strategy must be included into the overall strategic planning process to ensure that both employees and the company are driving towards the same goals.

Therefore, as discussed in one of our previous blogs, it should be every company’s mission to cultivate their employee performance and commitment at every stage.

But, there are few points that every employer should be aware of before making any important hiring decisions:

Top 3 talent acquisition misconceptions :

1.       A good salary attracts top performers

Compensation is one of the things candidates will look for when applying to jobs but, if you want top performers to be interested and apply for your vacancies, money alone is not sufficient. Some people work for personal fulfillment or to accomplish goals and feel as if they are contributing to something important. Others truly love what they do or some people like change and challenge. Therefore, offering a good/competitive salary is important but other factors like the company’s reputation, opportunities for training and career progression or rewards and recognition are also extremely crucial in attracting great talent and need to be pointed out as well.

2.       Experienced candidates should always get the job

Hiring the right people in the first place it’s a sure way to decrease turnover so it is important to choose those people who share the company’s values, in addition to having the right skill-sets. Looking for individuals that fit within the corporate culture is just as important as finding someone who has all the skill sets desired. Unfortunately, most companies tend to settle for individuals who lack the necessary dedication but are a perfect fit for the job requirements and not for the ones who are passionate and driven, thus more likely to thrive.

3.       Recruiting talent stops at hiring

Effective organizations extend the acquisition process into the onboarding process as recruiting and retaining the best people in an increasingly competitive market is a strategic priority. The average skilled employee knows within 3-6 months whether they will remain long-term in an organization. An effective onboarding program can have a great impact on turnover and should never be reduced to a simple administrative process. Retaining talent is as important as acquiring it and it’s much cheaper than constantly recruiting new employees.

There are lots of brilliant candidates out there and finding the perfect fit for a company lays in the hands of every employer looking for talent.  So, be wise, follow these guidelines and make a good investment in your company’s future!

Learn more about ways to streamline your recruitment and acquiring talent here.

Views: 146

Comment by Matt Charney on October 16, 2013 at 10:26am

Irina: This is a great post, and absolutely agree with your last two points. However, study after study suggests that when considering opportunities, compensation is actually the largest competitive differentiator for currently employed candidates or those candidates with multiple offers in making a decision.  Some of the softer considerations you describe like "doing what you love" should, in the right culture and role, take care of themselves from the standpoint of employee engagement, satisfaction and retention.  But cash is still king, in my experience (and as suggested by third party data and surveys).  Great points, though, and thanks for sharing your insight & perspective!

Comment by Irina Nagy on October 16, 2013 at 11:25am

Thanks Matt. I am gad you liked my article. I do agree with you, money is still king for some people but I was just trying to underline the fact that great employees are not only attracted by a big salary. They also care about the company's culture, reputation or opportunities for career progression. At first, all these may seem less important than money but can an employee perform at its best when he/she dislikes working for a company and is only motivated by money? 


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