5 Needs of “Recruitable Folks” – (Provide These, and You Might Hire the Best People)


the-war-for-talent-9781578514595As in ancient times, talent has become the coin of the realm. Companies that multiply their human talents will prosper. Companies that don’t will struggle.
Companies need to hunt for talent continuously so as to capture people when they are ready to make a move. You have to reach people who aren’t looking for a job.
Everyone in the company should be a talent scout.
Ed Michaels, Helen Handfield-Jones, Beth Axelrod Boston: The War for Talent

———————-

It’s a simple fact. Once you have the right product or service, then having people with talent makes a big difference.

This much we know for sure – the wrong people can send you plummeting in a hurry. It is the right people that set you up for the success you seek.

So, if you are going to win the war for talent, then you have to become ever-more intentional about getting the people with the best talent to come work with you.

So, imagine that you are one of those (possibly) ready to make a move. You are “recruitable.” What are you looking for in the company you move to? Here are five must-haves, five needs of recruitable folks…

#1 — I need the skills

If skill development, and continuing learning, is as critical as we think (and, it is!), then a company has to provide ongoing, perpetual skill development and learning opportunities.

The fact is that no one is equipped for the job they will be doing in the coming year(s). There are more things to learn, to keep up with. It is harder to “stay ahead” than ever before. Companies that understand this, and truly provide such ongoing skill development and learning opportunities, will be much more appealing to those who are “recruitable.”

Yes, I do recommend this book more often that any other look for people who actually lead others
Yes, I do recommend this book more often that any other look for people who actually lead others

#2 — I need the encouragement

Companies hire… people. These are real people, who need feedback – appropriate “negative feedback,” for improving their work; and much, much positive feedback. People like to be recognized for what they do well.

Every single leader/boss/supervisor/manager needs to become a master of encouragement. (The book Encouraging the Heart by Kouzes and Posner should be mandatory reading for everyone in a leading/managing position).

Put it this way; if people dread going to work because they are ignored, or constantly criticized, then they will go elsewhere if they have any talent at all. Your entire corporate culture has to become a culture of encouragement.

#3 — I need help with my pipeline

Though we talk about self-starters – and, self-starter skills and traits are truly wonderful – for those who are not the Super Bowl champion self-starters, they need help with their “pipeline.” When to contact others; who to contact; who to learn from; who to sell to; who to network with. Companies need to get really good at match-making assistance. Putting the right people in touch with the other right people.

In sales, this is obvious. Helping people in sales in with their pipelines is an absolute must.

But, do not make the mistake of thinking that this is only about sales…

#4 — I need the rewards

First, the obvious. If a person is not paid enough (enough to take money worries off the table; enough to be genuinely competitive with other possible places to work) then you will not keep your best people.

But, after there is enough “money,” then it is the other kinds of rewards that matter. Go back to Kouzes and Posner’s recommendation to “personalize recognition.” Reward people for work well done, and give them tangible rewards that are unique to them (you “know” them as individuals, and reward them accordingly). Personalize their recognition.

#5 — I need to be happy when I show up at work

It really does boil down to this. If a person dreads going into the work place, they will be very “recruitable” by another company. If they love the people, the connections, the environment, the opportunities, the challenge, and they believe the work they are doing makes a difference for the better for people, they will be quite “unrecruitable.” A truly happy and productive person is really hard to steal away.

So, here they are.  “Recruitable” people think this way:

#1 — I need the skills
#2 — I need the encouragement
#3 — I need help with my pipeline
#4 — I need the rewards
#5 — I need to be happy when I show up at work

Provide all five of these, and you have a much better shot at recruiting those recruitable folks.

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