How do you know if your talent attraction strategy is working or if it is in intensive care? Discover the keys to a healthy recruitment

attract the best talents It has never been an easy task, but new challenges do not let up and force you to leave your comfort zone in search of the candidates more qualified. 

In the midst of so much information, new trends, and methodologies that are multiplying out of control, it is increasingly difficult to keep up to date.

However, this cannot stop you from reforming your talent attraction strategy, especially if with your last vacancies You have not had the expected results, with very few applications and with profiles that do not meet the requirements. 

This can only indicate one thing: that your recruiting approach is dangerously close to intensive care.

So it's time to administer the appropriate remedy and revive your strategy of selection before it is too late.

A good selection of talent is the main vital sign of companies.

The labor landscape has turned 180 degrees globally and the relationship between employee and employer is no longer the same. 

In this sense, the areas responsible for the human talent They are undergoing a great transformation, gaining prominence in companies, at the same time that the challenges imposed by a fierce, highly changing and very competitive market are increasing. 

Develop good management from human talent It directly impacts the sustainability of the culture, the achievement of objectives, growth and success in organizations.

Therefore, revive your pull strategy to conquer your candidate person, it should become your priority.

Since the main asset for a company to stay at the forefront and position itself in the market niche that corresponds to it, is the right talent.

But how do you know if the strategy you have really works or if, on the contrary, it is in a state of emergency?

5 signs that your talent attraction strategy is in intensive care.

As if it were a hospital emergency room, a strategy of talent attraction deficient can show several signs that indicate when we should give vital support to the processes of selection and human management, before the health of the organization is put at too great risk.

These are 5 of the most frequent symptoms of a strategy of attraction and retention of talent that is in emergency and with reserved prognosis:

1. You attract all kinds of candidates, less that profile that you really need.

The attraction and selection process involves clearly identifying the needs of the vacant, the knowledge, skills and values of the desired profile, as well as knowing and highlighting the strengths of your company to present it as an ideal place to work and grow professionally.

But, especially, it is important to know how to combine these elements to build a clear message that resonates and captures the attention of the best. candidates, and filter out those that do not meet expectations or match the culture and dynamics of the company.

Not having defined all these variables means weakening your attraction effort, since you do not know your candidate person, that is, that professional profile that you really want to reach. 

2. You take too long to fill your vacancies

If the weeks go by and you can't fill the available positions, it's time to stop and think about where your plan is failing. attraction and selection of talent.

It is likely that the needs of the team in which the error was generated have not been clearly defined. vacant, or you are not attractively presenting the company's value proposition so that your candidate person Consider joining the organization.

It also does not hurt to evaluate factors associated with the reputation and external perception of the company and your employer brand, and that you are probably not addressing properly.

3. You notice little commitment among your collaborators.

A plan of retention of talent Deficient can bring dire consequences, but without a doubt, the most dangerous is the demotivation and lack of commitment of your collaborators, since it directly and negatively impacts the operation and productivity of the company.

Employees who are not engaged may perform their jobs poorly and with less dedication, leading to a decrease in overall productivity.

4. Your best talents they go with the competition.

A talent committed, with possibilities for development and growth, will remain in the organization, however, if your company experiences a high rate of employee turnover, you may or may not be identifying the right candidates right for the job, or that it may be time to reassess the actions designed as part of the management plan. talent retention.

Difficulties when it comes to retaining talent have short- and long-term consequences, such as:

Increase in financial costs that involve training and orienting new employees.

Productivity disruption, since whoever leaves the organization takes with them the experience and accumulated knowledge. Replacing it can take time during which productivity can drop, especially if there is a necessary adjustment period for the new employee.

Instability, because rotation makes continuity in the execution of projects and the achievement of long-term goals difficult.

5. The goals of the organization are not being met

Hiring the wrong profiles who do not have the necessary skills and competencies to perform their functions, are more likely to face obstacles in the execution of key tasks within the company, obtain unsatisfactory performance and reduce the overall efficiency of the team in achieving goals. the established goals.

The consequences of not achieving the proposed objectives will soon become a snowball that will only worsen the previous symptoms, since it will affect the morale and motivation of all team members, it will decrease the company's competitiveness and it will increase the brain drain to other companies. 

How to revive your attraction and selection strategy?

Design a strategic plan when it comes to locating, attracting and retaining talent adequate is a crucial task for the success of companies that, well implemented, guarantees the efficient performance of their teams, increased productivity, cost reduction, innovation and creativity, as well as motivation, initiative and leadership.

If your strategy hasn't worked well so far, here are some guidelines to remedy it and restore vitality to an organization's greatest asset: its people. 

identify your candidate personWho are you trying to attract? What are their needs and wants?

The selection of good talent is, in short, a search process for the best individuals who contribute to the success of your company.

Being clear about the skills, qualifications, values and work experience necessary for a particular position will facilitate the task, since you will know where to look for your candidate person, and how to communicate exactly what meets their expectations, needs and doubts regarding your offer.

Use the right channels to reach the target audience

Where do you hang out online? candidates? What social networks do they frequent?

Locating these spaces and opening a direct communication channel with them will reduce the effort and time invested in the search for the ideal talent. 

Make sure you get to them where they are.

Position your organization as a desirable place to work. What makes your organization unique? What are the benefits of working for it?

Building a reputation as an attractive employer can take time, but the investment and effort is well worth it in the long run, in terms of talent attraction and productivity.

Develop a positive, inclusive and collaborative work environment, and know how to communicate these key aspects in the organizational culture of growth and development will be fundamental in the reputation of the organization.

An attractive benefits package and giving relevance to the emotional salary will undoubtedly contribute to turning your human talent into brand ambassadors.

Make the application process at vacancies be easy and efficient

A streamlined, well-designed recruitment process attracts candidates that really fit the requirements of the position and the culture of the organization, minimizes the risk of doubts or misinterpretations regarding the role and responsibilities of the position, reduces the investment of time and resources and, finally, increases the competitiveness of the company in a labor market in which they must act quickly to secure the best talent. 

Provide a positive experience candidate

From the first contact to the final decision, make sure the candidates Have a positive experience with the organization.

Whether they are selected or not, an enjoyable experience can have a significant impact on the organization's perception and reputation, and contributes to job satisfaction and employee retention. talent long-term.

In conclusion, an organization depends to a large extent on the coordinated work of its members. 

The wrong choice of staff can have a cascading effect on multiple areas of the company that will end up being affected, from productivity and collaboration to morale and the work environment. 

Selecting the right people takes time and effort, but it is an essential investment for success. Well-selected talent not only fulfills the direct functions of their position, but also contributes to safeguarding intangible aspects of the culture and the achievement of the company's strategic objectives.

If after reading this article you realize that your talent attraction, selection and retention strategy needs urgent attention, do not be alarmed, just click here and we will tell you how we can help you.