Do You Find it Challenging to Keep Your Talent Pipeline Strong?

Even if Your Talent Pipeline is Full, You May Not Have the Candidates You Need

talent pipelineYou know who your top employees are. Your top 10 percent of the organization exhibits a strong desire to do their best, they are passionate about their future at the organization and they thrive in a team setting. You know just the qualities you’re looking for to replicate these employees in your talent pipeline, right?

Or maybe not. Maybe you think you know what makes your stars stand out, but if you’re not using an objective measurement tool to determine the traits that your best employees share, you may be simply guessing every time you hire someone new. Developing a talent pipeline requires more than the ability to recognize good interview skills. You need a strategy for attracting the best talent:

Know what traits your best leaders share: Like discussed above, you need to know what makes your leaders the best in your organization. An objective measurement tool, like a behavioral analysis, tells you valuable information about the motivations, tendencies and traits of your star employees. This allows you to develop an employee profile, so that you know what you’re looking for as you bring more members into your team.

A behavioral analysis tool can be used across your organization so that you identify not only the standout traits of your top executives, but so you can look for the best combination of traits in each role in your company. No matter which position you’re hiring for, you know which candidate will make the best fit.

Concentrate on your EVP:  Your EVP, or employee value proposition, is a way of thinking about hiring that positions your company as a competitor for the top talent. An EVP identifies the type of candidate that your company wants to attract, and then you develop ways of offering benefits to those candidates that they will value. For instance, if you’re a company that values environmental preservation, and you’re looking for employees that want to do more than simply earn a paycheck, you’ll devise an EVP that focuses on opportunities for green initiatives and volunteerism.

Make sure you communicate your culture to potential new hires: Much of employee satisfaction is wrapped up in company culture. Use descriptive language to effectively demonstrate the culture your candidate can expect to experience if they come on board. A more formal candidate may feel out of place in a casual setting where blue jeans and open-door policy are the norm.

Differentiate yourself from the competition: Take time to find out what your competitors are offering, and then be sure that your EVP isn’t a “me too” type of strategy. Come up with perks and benefits that celebrate who you are as a company, sort of like a brand message for your employees. You spend a lot of time crafting your message to your employees, so why not apply the same type of thinking to attracting talent? Just like with marketing to customers, you need them to see what’s different about you. Do the same for attracting your next star performers.

At PI Consulting Group, we can help you craft a strategy for attracting your ideal employee. From developing an effective EVP to incorporating the PI System behavioral assessment, PI Consulting Group supports your comprehensive talent management plan with valuable resources and training.