STOP Jumping on the Bandwagon to attract talent

Just STOP jumping on the bandwagon to attract talent. What do I mean? Ever notice how every company all of a sudden is talking about mental health like it’s deeply felt within their business values? Or that it is important for them to do work for charity? How about sharing their feelings and support for the fight against Climate Change?

Where were they before these issues became major talking points? Is it simply because awareness has sparked them to reveal their true feelings or could it be a marketing ploy to market themselves as having common interests with the masses?

Call me a Cynic…go ahead

Go ahead. Call me a cynic. The thing is though that I know many of these companies, particularly recruitment firms, and almost all of them couldn’t give a damn about the nonsense they are spouting on about in their social media columns. Honestly, marketing companies must look at people who read social media and have a field day at what people are lapping up. Some of these companies have huge staff turnovers, various examples of workplace bullying, unethical business practices etc. Yet digital marketing portrays them as angels.

Serious Issues

Mental Health is a serious issue, but we shouldn’t start using it as a platform to attract staff. Giving money to charity is something we do but shouting about it doesn’t sit right with me. I understand that Climate Change impacts us all, but again do we really need to start doing beach clean-up days with videographers?

I think it is ridiculous that companies promote nonsense, but I can understand why if people buy it. However, the short sightedness is even more astounding because they wonder why those same people keep leaving them when they discover it’s all smoke and mirrors.

Short Sighted Talent Attraction

If whilst you are hiring, you are also assessing your retention strategy in parallel, alarm bells should be ringing. You should not continue your current hiring strategy if you have retention issues. What I find remarkable is that the very people who are accountable for both recruitment and retention can’t see what’s staring them in the face. If you have retention issues enough to have a retention strategy, the root problem will very likely have something to do with your hiring strategy. And if your hiring strategy is to sell what people want to hear in order to bull*hit them into joining your company is it any wonder why you have retention issues?

Proper Talent Attraction Strategy

Firstly, don’t portray your business to be something it isn’t in order to attract people who have the skills first, but only consider motivational and cultural aspects as an afterthought.

Secondly understand what you are about and who will want to be part of what you stand for. Sell that aspect and consider taking on the 7/10 skill person over the 10/10. Sounds crazy right? If the 7/10 person fits like a hand to glove, they are likely to stay long term. Simply train them and fill in the gaps. Before you know it, they’re a 10/10 and a long-term advocate of your business willing to share their knowledge with the next generation of talent at your company. All the while the 10/10 has hopped around and had 3 jobs since leaving you.

Finally stop trying to think talent attraction is about being all things to all people. Know your audience and target those who actually want what you can offer.

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External Links: https://www.scotsman.com/business/management/mark-mcfall-don-t-jump-on-the-millennial-bandwagon-1-4080063

https://www.acas.org.uk/index.aspx?articleid=5659

https://harver.com/blog/mistakes-when-hiring-millennials/

DISCLAIMER: The thoughts and opinions displayed in this post are purely personal and do not reflect the company or claim to be factual apart from any links to external evidence, which to the best of our knowledge, can be considered factual. The purpose of this post is purely for entertainment and advice with the best intentions of the reader in mind. We accept no responsibility for any incorrect interpretations or mistakes in the articles accuracy.

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