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How much are your open positions costing you?
Many businesses report that unmet talent acquisition needs are the primary obstacle to growth & productivity. They blame job boards and recruiters, internal and external. They blame the government and schools. Most of all, they blame job seekers and “skills gaps.” To be sure, there are a variety of complex causes.
But there is a far more fundamental problem.
Every day, talent is researching you. Especially when they see one of your job postings, or one of your recruiters reaches out to them. They are researching you on social media and various websites, and of course on your own website. And what are they learning?
In some cases, nothing more than “send your resume to firstname.lastname@example.org.” Or that that you only hire really great employees. Maybe that you are an equal opportunity employer. At best, they may see a list of your your employee benefits.
What an unfortunate disconnect!
There are many ways you invest in being a good employer. Ways you invest in your employees and the things that matter to them. Perks and amenities, events and activities, community programs, causes you support, etc. How do you create transparency so that job seekers know about ALL of the ways you invest in being a good employer?
With most employers, when a new employee starts, this is all a big surprise. And hopefully a pleasant one — we all know about the costs of turnover. Again, every day, talent is researching you. If there isn’t transparency, chances are good they will quickly lose interest. At least the good candidates — the discerning ones.
We talk about the cost of turnover and the cost of bad hires … we overlook the cost of missed hires. In a war for talent market, probably a much higher cost. The really sad thing is, you are probably making a significant investment in being a good employer. You are just failing to leverage it.