Attracting Top Talent
By Pierce Smith
Show me the money.
That’s right. If you want to attract top talent, it’s imperative to create a career program that appeals to today’s job market. But what do they want from the ideal job?
The answer is more than you may be expecting. Here, we explore seven ways to attract exceptional talent.
- Pay them. While we’d like to think that it’s not all about money, the unfortunate reality is that many of today’s job seekers, even entry-level, cannot afford to work for low wage, regardless of how much they might be motivated and interested in your company or industry.
So before you rule out higher compensation, double check for any bonus benefits in your program. Remember, there are countless benefits that could more than compensate for the costs.
- Meaningful work.
These days people itch for “meaningful” work that “makes a difference”. It’s human nature. Give them “work worth doing.”
Remember, one of the most important outcomes of any new job is for employees to acquire the specific skills necessary to function effectively in the industry and determine if it is truly an area they’d like to work.
When you throw a bunch of grunt work at them, you are robbing them of the opportunity to develop their knowledge and abilities.
To put it bluntly, a program without meaningful work is rendered meaningless.
- Include them. One of the best ways to provide critical industry insight to your team is by including them to the furthest extent possible.
Inviting staff to meetings and other activities, as both participants or observers, serves a dual purpose: a) it exposes them to more situations in which they can observe supervisor behavior and interactions and b) it makes them feel part of the team.
Not only is a staff member who was treated like an “insider” much more likely to accept a job offer or to become an excellent ambassador for your company amongst their peers.
- Thoughtful and caring supervisors. It’s not uncommon for interns to feel intimidated, overwhelmed, uncomfortable or even forgotten.
When unforeseen obstacles emerge, their well-being can be prioritized leaving them with nothing to do.
In order to avoid such scenarios, so that you can attract the most competitive talent, you should design your program to guarantee there is always someone available, no matter how busy things get.
Top talent usually do not like to sit around wasting time and they don’t like to be neglected.
In the event that the direct supervisor is out or occupied, there should be someone else assigned to new staff, and new staff should be made aware of this person and how to get a hold of them.
- Clear direction. Popular work places see to it that supervisors give easily understandable direction.
Not only does this reduce feelings of frustration, it gives the team the information they need to succeed.
Keep in mind, a staff member who feels proud of their accomplishments will more likely feel pleased with the job itself.
- Honest Feedback. We can’t reiterate the importance of education and personal development as a major value add from any internship experience.
Ultimately, the absolute best way that a new employee can learn about their strengths and weaknesses — invaluable knowledge for their growth — is by giving them honest feedback.
In a truly competitive workplace, evaluations are structured, scheduled regularly, and include both praise and critique.
Most importantly, criticism is truly constructive, coupled with clear direction on how to make improvements.
- Trendy workplace atmosphere. Like most people, new employees are going to want to be comfortable where they work. And we’re talking both emotionally and physically.
In regards to the physical space, staff members should be provided with the basic necessities (desk, chair, etc.) in addition to any extra equipment or software they may need to carry out their tasks.
Make sure that they are in a workspace that makes logical sense where they don’t feel like they’re intruding on another’s territory.
On a personal note, friendliness and helpfulness go a long way in affecting an intern’s opinion of an organization.
Sure, it may sound trite, but you’d be surprised at how often employees are surprised by hostile staff.
Follow these 7 steps and find top talent flocking your way in no time.
At StrideWire, we can provide you with specialized Engagement Training to ensure that your workplace is fit for the best.
For more information, visit StrideWire.com