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Strategies for recruiting top talent in a down economy
How do you convince top talent to leave a more secure position for a start up in a down economy?
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2 Answers
I firmly believe that having a compelling employer signature is critical to getting these high performers on board. An integrated reward strategy that clearly sets out how performance competencies including negative and outstanding behaviours are directly linked to career growth and and reward coupled with the opportunity to be mentored by more senior colleagues to allow growth and 'mistakes' in a safe environment will also be more likely to work for high achievers than spurious bonus or high pay strategies that may not actually get delivered.
Ian:
What Lua refers to as a compelling employer signature I call developing an employment brand. By being very clear from the top down about what your organizational values are and how they are "actualized" in your business strategy creates clarity for not only your employees, but your customers.
I am a huge fan and propnent of engagement strategies which are systemic from selection and placement through development and rewards.
When you hire people whose values and goals are "congruent" with those of your organization your retention and recruitment success soars by an order of magnitude.
Top companies like Nike, Apple, and Google don't have to chase top talent- the talent seeks them out.
It is in fact a culture, not a process.
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