Why Thinking Outside the Box Matters in Talent Acquisition
It’s been a highlight in the news for a while, so no need to impress upon small business owners like yourself about the implications of the talent acquisition process when unemployment is historically low. Rather, you need to know how you can react and be proactive about the situation.
Yes, the job market is as competitive as ever and top talent may be harder to find. But by using a little creativity and the right tools, you can leap over the usual obstacles and land excellent talent.
You might not be in a position to offer larger salaries, but you can offer incentives, such as remote work opportunities, flexible hours, job advancement opportunities and more leeway on vacation policies, to name a few.
Working for a large company includes wading through a lot of red tape and bureaucratic distractions. As a small organization, your employees suffer none of that. It’s a perk that you need to “advertise.”
You can tout the fact that your teams are a tight-knit group, functioning at a high level and making advancements toward company goals. You can talk about how you take new employees and get them up to speed quickly and without all the pitfalls that corporations have to go through when onboarding an individual.
Fly Your Company Culture Flag High
Today’s workforce wants to work for a company that shares their values. That vision within a large company can get lost quite easily, but with a small business, company culture is evident in everything you do.
If your mission is to do work that is about more than just dollars and cents, you’re going to have an easier time with your talent acquisition process, because youthful employees are looking for opportunities like that.
You don’t have to hide what you’re passionate about as a company. In fact, you need to use it as part of the toolset you leverage to attract talent. More than half of the battle in talent acquisition is connecting with someone who shares your values. Once you’ve done that, you’ve established motivated individuals who are ready to exceed goals.
But move quickly once you’ve identified the right person. Given the competitive nature of the job market today, you need to make an offer as fast as possible, or you could miss an opportunity and get beat by a competitor.
Tools you should use in your talent acquisition process include behavioral and cognitive assessments, which are the biggest factors in the Predictive Index process. When you partner with a Predictive Index expert, you can easily identify the right talent for your company.
At PI Consulting Group, we’re experts in this field and have many years of experience analyzing assessments. Contact us today and make us part of your solution to attracting quality talent.