Innovation and Speed to Market: Talent Focused




Companies tend to naturally accelerate when it comes to innovation of new products and services. And, they work diligently to be the first to market. Where companies tend to fall short or be inconsistent is in their speed and innovation focus relative to talent.



It’s no secret that the talent pool across industries is shallow and/or competitive. For talent to become, or remain a competitive advantage, leaders must have an urgency connecting with the talent market. They must be consistently engaged with the talent pool and the active workforce, and they must be innovative in the ways they do it.



8 Ways to be innovative and accelerate with talent attraction:



1. Utilize Niche Job Boards vs. common job boards

  • Niche job boards are industry focused providing companies with a strong talent pool for specific job categories. They provide applicants with more relevant, specialized skills. This allows for a shorter, more effective process minimizing costs.

  • Top niche job board resources:

  • dice.com for technology jobs.

  • efinancialcareers.com for finance and accounting jobs.

  • engineering.jobs for engineering careers.

  • healthcarejobsite.com for jobs in the healthcare field.

  • internships.com for interns .

  • mediabistro.com for jobs in tv, media, PR, social media, advertising, film.

  • salesgravy.com for sales jobs.


2. Source passive candidates on LinkedIn

  • Passive recruitment is engaging in the process of proactively searching for candidates that are currently employed and reaching out to them in an effort to assess and gain their interest in your open position.

  • This process can be done for open positions or to fill a pipeline for future open roles.

3. Use current employees as referral sources

  • Employee referrals result in lower costs, higher conversion rates, and higher retention rates.

  • Employees have a clear understanding of the culture, expectations, pros and cons from an employee point of view. The employee point of view is perceived to be more credible with potential candidates and it allows for someone the potential hire will already feel connected to within the company.


4. Set up a networking event to source candidates for the formal interviews

  • A networking event allows the candidates to interact in a low-pressure environment and get to know key leaders in the company on an informal basis. It also allows those in the organization to observe and interact with multiple people and get to know them enough to see who may be a good culture fit.

  • Candidates for formal interviews can be chosen from the group. Or, all can be interviewed as the 2nd part of the process.

5. Showcase employee video testimonials

  • Employees can share their career journey, their experience relative to company culture, or why they think others should join they organization.

  • Seeing it and hearing it, versus reading it in print, is much more impressionable on a potential hire.

6. Ensure your application process is mobile friendly

  • More than 50% of those applying for jobs are looking to do so on their phones or tablets. However, most companies are not optimized for mobile causing them to lose out on potential talent.

7. Cater your job posting and interview process to the target talent pool

  • If your company is looking to hire creatives in marketing or graphic design, the job posting, and process should be much more colorful, informal, creative, and unique than if it is looking to hire for IT. For IT there should be a much more formal, technical aspect.

  • Even the dress code may look different for the interview process depending on the role.

8. Creating feedback loops from recent recruits/hires

  • Recently hired employees are the best people from which to solicit feedback about the recruiting, interviewing, and hiring process. Common themes can be addressed and used to make changes for processes in the future.

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