Culture, Recruiting and Staffing

What Are Your Plans For Attracting Top Talent This Year?

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What plans does your organization have for hiring in the new year?

How are you planning on attracting the top talent you need to take your company to the next level in 2013? Are you focusing on your company culture as one of the most important factors?

If your organization is like most, your culture likely isn’t top of the list in recruiting efforts. Yet employees cite an unhealthy/undesirable culture as a top reason to leave their current position. You can rest assured that culture is also top of their list for a new company for these employees on the hunt.

Company culture an issue with job seekers

Blogging for Jobs explains why:

Company culture is a huge concern for job seekers today. With so much time spent at work, many individuals specifically seek out companies that provide a culture matching their own. Placing a strong focus on marketing your unique company culture to potential candidates is an easy way to catch the attention of top talent.

Marketing your company culture involves a genuine effort from the entire company. If you’ve established a strong company culture, it will be worth boasting about. From the CEO down to administrative assistants, every employee should be able to express the unique and valuable culture your company offers.”

Better yet, don’t lose your talent in the first place. This terrific infographic (see below) from Venture Beat – “The Four Steps to Finding & Fostering Super Talent” – includes step 2: retain them. Give employees an exciting, reliable, engaging culture and they will want to come … and stay.

Is your culture a “pro” or a “con” for top talent you’re trying to recruit?

You can find more from Derek Irvine on his Recognize This! blog.talentmanagement

The VP of Client Strategy and Consulting at Globoforce (www.globoforce.com), Derek Irvine is one of the world’s foremost experts on employee recognition and engagement, helping business leaders set a higher vision and ambition for their organizations. As a renowned speaker and co-author of Winning with a Culture of Recognition, he teaches companies how to use recognition to proactively manage company culture. Contact him at irvine@globoforce.com.
  • http://www.facebook.com/bill.mcadory Bill McAdory

    This is an old subject and is written about today as there have been new discoveries that some need to understand. If you read Derek’s visuals closely, all of these fall under the pervue of the leader. Best practices in leadership do the things enumerated. Poor leaders do not pay attention. As a seasoned practitioner, I’ve lectured and written about these since the 80′s. However, there are still many that do not avail themselves of the knowledge and uderstanding. Telling business owners/leaders does not work. Can you give them an experience where they can internalize the leadership traits you describe?