Becoming a talent-magnet organisation

Becoming a talent-magnet organisation

The most critical asset in any organisation is having the right people — the talented and capable ones with endless potential to drive or move your company forward.

As the war for talent is becoming more threatening by the day, many organisations are struggling with not having enough people to keep them going, let alone growing. When the demand for talent is stronger than the supply; the pool of talent available becomes greatly limited.

Given the talent shortage, organisations that wish to stay relevant need to step up their games and becoming talent magnets by upgrading their employer branding. This means you can no longer use a reactive strategy in for employee attraction and retention, but must adopt proactive and imaginative talent strategies to keep pace with the changing global economy.

In practice, you need to articulate your employer brand in a way that appeals to your target group and, at the same time, still project your core identity as an organisation. To do this, treat your employment brand as your customer brand while building your organisation’s capability to deliver the value that your employment brand promises.

Some people call this approach the “employee value proposition”. However, it is critical to remember that branding cannot and should not be only on the surface. It must go deeper, with policies, systems and technologies adjusted in order to deliver your brand promises.

For some time now we have been seeing how digital technologies help to underlie talent attraction, engagement and retention, but they should be implemented to new effect. This article will focus mainly on this aspect.

For example, you should be looking to make sense of the Big Data for your own benefit. Massive amounts of information are accessible at your fingertips as never before, from what’s being said about your company to knowledge-sharing forums focused on improving business processes. Furthermore, mobile devices such as smartphones and tablets are making that information accessible to users around the world.

Even the most well-known professional and social platforms such as LinkedIn now offer the ability to mine data, so you can learn more about the size and quality of the talent pool in each segment that interests you. Consequently, you should be sure your organisation is making the most of these available tools so that it can better target your employer branding communications to guarantee you reach the talent you are trying to hire.

Moreover, you can be more proactive in using social media to share inside stories that highlight your organisation’s strengths and build a more authentic and engaging employer brand reputation. People no longer seeking jobs without googling your company’s background in all those forums and chatrooms, so you need to incorporate the right recruiting and attracting strategies on all of these platforms.

In addition, use social media as a way to expand your network and keep your eyes open for a pool of potential candidates through these platforms. The key is to continuously and organically grow your network. You should also ensure that it has a global reach and is diverse enough to connect with people from a range of talents from different backgrounds.

Last but not least, organisations can upgrade their employer brands all they want, improve their social media and digital investment in all aspects, but it will be a waste of time and money if their leaders do not shift their behaviour and transform themselves into magnetic leaders. This means being a role model, showing your people that you truly care for them and giving them compelling reasons to stay with you.

After all, these days, people are far more likely to trust a company based on what its employees have to say than on its recruitment advertising. In other words, becoming a genuine talent-magnet organisation relies far more heavily on employee engagement and advocacy than ever before.

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Arinya Talerngsri is Group Managing Director at APMGroup, Thailand's leading Organisation and People Development Consultancy. She can be reached by e-mail at arinya_t@apm.co.th or https://www.linkedin.com/pub/arinya-talerngsri/a/81a/53b

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