Here are four tips for attracting young talent into your organization.
Tip 1: Create a Compelling Job Posting
When looking for jobs today, candidates want to get a really good idea from the job description what they will do every day, how they will contribute to the company, and what they will gain from working with your company. Simply posting a bullet-ed list of requirements and responsibilities is no longer enough to grab their attention. You could be missing out on some great candidates by writing descriptions that don’t address their major concerns. Are you giving them enough information and are you taking advantage of all of the new media that is available to you? Share graphics, videos, and other resources on social media to draw candidates in and pay special attention to focus on information important to them.
Tip 2: Look in Non-Traditional Places
Sometimes your best candidates aren’t those found through traditional listings on your website or standard job boards. Often the key to finding the right talent is making the most of all candidate sourcing channels available to you. Build and maintain your referral networks, reach out on niche job boards and leverage professional organizations to access candidates who may not be actively searching for a new position. Encourage your employees to leverage their networks and social media presence; it’s a great way to find candidates and to build your company brand.
Tip 3: Make the Interview Evidence-Based
It is important to know that the people you bring in can do the job – that they have the right skills and experience required to step in and successfully perform in their new position. Prepare a standardized set of questions to ask each candidate interviewing for the position. This is a good way to draw more accurate comparisons between candidates. An effective way to understand how someone might fit into the team is to ask detailed questions about their experience and how they would perform routine tasks. Pose typical problems they might encounter on the job, and ask them how they would address them. This can provide more tangible evidence of their experience and how they think on their feet.
Tip 4: Define Your Measures for Success
Let prospective employees know how your company measures success. What do they need to accomplish to be a top performer, and what is your reward or recognition structure for those who do perform to your expectations? Are incentives both employee and team oriented? Is there a career path and what is it? In order to hire and retain exceptionally talented people in the new workforce, you have to work hard at it. It’s a two way street. You must keep them motivated and inspired and give them work that fills their sense of purpose and lets them know they are valued.