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Hi there, new colleague                          

Saskia - 26 April 2019

New employees. They are hard to find nowadays. They are out there, of course, , but most likely working for someone else. And to get them interested, you have to have something extra to offer. In these times of labor shortage, it is therefore even more important that you have a clear picture of who you are looking for and why. So that you can take targeted actions and have a good story to tell your new employee.

As an organization, in addition to the position and activities, you must have defined clearly what your goals are, how you want to achieve those goals, what development you want to go through as an organization, what values you consider important and how you want people to treat each other.
Then you also know who you need and what you have to offer.

Attracting right talents

Let’s assume that you are completely clear. Then the next step is to actually attract the right people. I don’t want to go through the different means and channels here where you can post a vacancy, etcetera. More important is that you know where the person you are looking for can be reached and then focus on that. These can be physical locations, but of course also online. And then question yourself how do you reach these people? Which message appeals to them and where and how are you going to show this message? In times of labor shortage you have to be creative. Or at the least stand out. And you may not have the financial resources for that. Remember that most jobs are filled in through a network. Make sure that your network is aware of the fact that you are searching. People from within your network may be able to estimate slightly better whether or not someone fits in with your company.

Match between talent and the values of your organization

And when you are ready to interview suitable candidates, it is of course important that you can determine whether the person sitting in front of you values the right believes and has the right attitude. There are many different techniques for this, all of which have pluses and minuses. Perhaps one that is less well-known, but that does provide information about how people deal with certain situations, is presenting a dilemma that occurs in your company. Based on the candidate’s chosen approach to the dilemma, you get a good indication of who the person is that is facing you and if he/she will be right fit.

If you really want to know whether someone has the right competencies and the ability to learn, for example, an assessment is a good tool.

Keep talking to talent

And then hurray, you have found someone. The person acts as expected, does a good job and you are very happy with him or her. But you are also worried. Because you want him / her to stay, but not sure if they will. You don’t want to go through the process of hiring all over again. That takes time, energy and money. But above all, you don’t want to lose your good power! Start a conversation. Ask what he or she has in mind for his / her future. See how that fits in with your plans. Ensure that one can develop. Make sure that someone feels seen, has the idea that it matters what he / she contributes to the company. Sincerely take an interest in someone. And do that regularly. Not once a year.

And sometimes you have to make the difficult choice of letting someone go. Because you cannot offer him or her what he / she is ultimately looking for. Then you cannot and should not stop that person in his or her development. And it is better to break up in a good way, where you can look back on a pleasant collaboration. A good reference from a former employee (star) is priceless.

— Saskia Vos, Partner | Talent management | Sourcing intelligence | HR optimization

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