Luring talent to your business!

Ask a business owner what the biggest challenge is and the answer will always be “increasing sales and getting good people to work for me”. We spend a lot of time and money marketing our wares to potential clients. I think there is good reason to think about how we market ourselves to potential employees as well. 

We know that what staff want from work has changed dramatically over the last few years. That change has been supported by a more open flow of information on social media.

Put yourselves in the shoes of an employee thinking about working for you – they’ll go on your Facebook page to see how connected you are to the world and what your customers are saying to you, they’ll check you out on Glassdoor find out the things that you never tell them at an interview. They’ll check you and your business out on LinkedIn to see who your customers are.  They might even check out Instagram to see if they get into the same sort of things you do.  

They’ll ask around to find out if anyone knows anyone that works for you and a quick dm on Facebook and they’ll know what your staff say about you and what it is like to work for you.

Through these channels and many others, a prospective employee can find out what is really going on in a business and which helps them decide if they want to work there.

We now have an employment market where employees are choosing us just as much as we are choosing them.

Having a business in a desirable industry certainly helps to lure talent, after all who doesn’t want there resume built on working for the “biggest and the best” businesses.

What to do when you aren’t a in a highly desirable business?  You have to try a bit harder to pick up!  Here are some tips to lure talent to your business.

1. Start thinking about how you can sell your business to an employee not just customers
2. Make sure you have built a great workplace culture that people want to be a part of
3. Learn to lead and manage in an engaging way – your staff should be your greatest fans
4. Hire for cultural fit – so everyone gets along
5. Make your business a place that your staff rave about to others
6. Get flexible, there are literally an army of well qualified mums and near retirees that can’t commit to fulltime hours with a wealth of talent just waiting for someone to fit with their needs too.

Make it easy for talent to find you, let them know about vacancies in places that your target employee might hang out like Facebook groups or professional associations or alumni sports clubs. 

You don’t have to be a big sexy brand to bring in talent, but you do have to differentiate yourself from your competitors and be confident about the value working for you and with you offers to prospective employees.

Until next month

Andrea Tunjic

Our human resources article this month has been contributed by Andrea Tunjic (CAHRI) 

Andrea is an award winning Leadership and Human Resources Strategist.

With a diverse career spanning 25 years in the people management space, Andrea has earned a 360 degree perspective on work. She started out as a union official, has worked as a senior HR manager, lead her own small businesses, consults in all aspects of people leadership and business improvement strategies to organizations throughout Australia and has written a book on the topic called People Power.

She is also the creator of a range of online leadership courses aimed at helping managers become more effective leaders and teams to Vibe Up.  She is also the is the developer of ICoachMe, a self-coaching process

that has been recognised by the International Coaching Federation. Andrea’ s approach to people management is engaging, knowledgeable and practical with an unwavering commitment to empowering staff and leaders to work to their best, resolve problems well and enable them to become happier, more empowered and more successful at work