The war for talent, if you want to win at it, calls for a different mentality from the hiring party. Let’s call them ‘the Company’. Companies have to care about what matters to candidates.
Too often, I find clients approaching their hiring from the perspective of what’s most important to them, and the candidates’ needs come second (if at all). Companies often consider what talent can do for them, but they miss how important it is to speak to what they can do for the talent. These Companies are buying, not selling. This sends a message to candidates about what it will be like to work in the Company — their needs will always come second. It’s a nuanced obstacle for getting to yes.
Could you imagine if you sold your house with the same approach? Where you demonstrated little concern about what the buyers most care about?
When making a hire, the best way to attract a fantastic candidate is to show them that you care about their goals and interests and that these are just as important as what you, the Company, want and need. It’s up to you to help them see why this could be a perfect match. When the selling happens on both sides, the fit becomes obvious and the hire will last longer. Hiring is a two-way street.
When I help companies hire the best talent, I counsel clients on how to make each role a stretch assignment for the hire. This promises that the Company gets an outstanding talent while also offering the hire the opportunity for continued growth –the role becomes aspirational and ensures excitement on both sides. Top talent wants to feel inspired – just like the hiring company. Without this shared promise, the ‘employment contract’ often won’t last.
What are your thoughts on this issue? Do you have any related experience that you would want to share? I look forward to hearing about it.
