Recruiters are always trying to source the best candidates for a position. You want to find candidates who are going to bring passion and drive, people who will be engaged in their role, people who’ll be committed to their organization and its success. These are the people who’ll typically become your high performers. Here are some tips that I know work:
Showcase Your Talent Management Programs During the Interview Process
From my experience, many professional services firms successfully use this technique to combat shortages in skilled talent and position themselves as the “employer of choice”.
Engaged employees want to have goals and want to understand how their work contributes to organizational success. They want to get feedback on their performance so they can improve. They want opportunities for development and career advancement. They want to be rewarded for their high performance. And they want to work with other high-performing professionals.
To entice high performers, you need to tell them about how you handle talent management in your organization (or the organization you’re representing) and let them know how these needs of theirs will be met. Make it clear that you have:
- An onboarding process that is built to ensure they’ll ramp up quickly and be successful.
- Regular performance appraisals designed to ensure they get the constructive feedback they need to grow
- Meaningful goal alignment that links employee goals with the organizations goals for success
- Established development planning and training programs so employees can continuously improve
- Succession planning programs to develop high potentials/high performers and support internal moves and promotions
- A performance based pay structure that rewards excellence
All of this information helps communicate the organization’s commitment to employee performance and development and makes them attractive to high performers.
Assess the Candidate’s Experiences and Expectations for Talent Management
You can tell a lot by looking at your candidate’s body language as you outline your talent management philosophy and strategy to them.
You can also ask the candidate directly about their experiences with and expectations for talent management. What are they looking for their employer to provide in the way of talent management? How engaged were they with the talent management processes at their previous employers? Do they value these programs and take them seriously?
Observing their reactions and listening to their responses will tell you a lot about their passion and commitment to their own performance and career development, as well as their commitment to the organization they work for. My colleagues at Halogen routinely use this approach to understand candidate engagement in this area and the responses received can be quite telling.
By steering the interview conversation to talent management, you can gain insight into a candidate’s passion and engagement in their work. If you have great talent management programs in place, you can position yourself as an employer of choice and help identify candidates who are as passionate about high-performance as you are. If your programs leave a lot to be desired, maybe you need to focus some time and effort in this area so you can attract and retain the best and the brightest.
ABOUT THE WRITER
Sean Conrad is a Certified Human Capital Strategist who writes about recruiting, performance appraisals and other talent management topics for the Halogen Software blog and various other blogs and publications