You're trying to attract top talent, but are you making these common mistakes?

I think in today's world, mastering digital storytelling is the minimum key feature to amplifying your online presence. I suggest adopting a proactive approach by creating compelling content that speaks to your brand's mission and impact. Utilize advanced analytics to understand what resonates with your audience, making data-driven adjustments to your strategy. And yes most importantly you have to engage actively with followers, fostering a community around your brand. This approach not only enhances visibility but also positions you as a leader in your space, making you magnetic to top talent.

One of the common mistakes I have seen is when the talent partners are not the brand advocates, they are ignorant of what is organization is doing, strat plans, future of the business. It’s the talent partner that’s the actual window to the organization and is essential that they are sophisticated marketers as well.

This has to be looked at with a perspective of "You are what you show", to the potential candidate. It is common these days to research a company's social media platforms and forming an opinion about the same. Candidates are more and more sensitive to social issues, company culture,rewards and recognition, learning opportunities and these need to be showcased with a thought about recruitment marketing calendar to build the right story around our brands.

You need to work on your profile. Be active in disseminating your expertise. Publish informative articles and share experiences. You can enhance your personal brand and be recognized in the market. You can get an offer simply because of an expert and useful personal brand. Maintain your professional social networks and you will be more attractive on the labor market.

No tener una cartera de beneficios atractiva: Es importante que tu empresa ofrezca beneficios que los empleados consideren atractivos. Para ello, es necesario comprender los incentivos más buscados entre los empleados y elegir los beneficios adecuados. Planes de carrera mal estructurados: Un plan de carrera es buscado por personas que desean invertir en sus vidas profesionales con una orientación adecuada. Si está mal estructurado, puede desalentar a los empleados y provocar impactos negativos en la atracción y retención de talento.

Stop trying to attract 'talent' with a static checklist of skills. Top performers are multidimensional - brilliant in unexpected ways. Share your audacious vision, but leave room for surprises. Exceptional humans don't fit in tidy boxes. They'll energize your team by connecting unconventional capabilities to ambitious goals you can't yet define. Rigidity repels the truly gifted.

When clear expectations are not established a company is likely going to experience a high, costly level of turnover. In the U.S. 20% of new hires will leave in the first 90 days if expectations are not set early in onboarding or in the interview process. It is important for employers to understand the expectations of the potential employees as well. For example, if the potential employee expects a hybrid work situation and you don't offer hybrid it is likely the person will not move forward with an offer or if they do they will likely turnover in a short period of time.

Provide candidates with accurate and honest information about positions. After all, with the advent of AI, personalization and a conscientious approach are very valuable.

Como alguém que valoriza a cultura da empresa, posso afirmar que é fundamental transmitir esses aspectos aos potenciais candidatos. Por exemplo, em uma situação anterior, a empresa não enfatizou sua cultura de colaboração e inovação durante o processo de recrutamento. Isso resultou em contratações que não se encaixavam na dinâmica da equipe e eventualmente deixaram a empresa. Ao compartilhar histórias inspiradoras, eventos culturais e valores fundamentais da empresa, você pode atrair talentos que se identificam com a cultura da organização.

An excellent and long-term employee is when the company's values clash with the candidate's values. It is better to look for a job longer and for a long time than quickly and count on the long term. Give as much time to the search and company as you would like to be given to you.

The old adage "Trust takes a long time to build and can be lost in a second", certainly applies in the work setting. Trust begins with a mutual respect for one another, establishing an understanding of where the boundaries are in the relationship. This takes commitment from both parties to be open, honest and worthy of trust. This becomes the foundation of a productive professional relationship that can be rewarding for the employees and the employer. A common integrity is key to sustainable trust as it develops a reliability for each party that strengthens the bond of trust.

Construir confiança desde o início do processo de recrutamento é essencial para atrair talentos qualificados. Por exemplo, já vi empresas perderem candidatos promissores devido à falta de comunicação e acompanhamento durante o processo seletivo. Ao demonstrar autenticidade, interesse genuíno e fornecer feedback construtivo aos candidatos, você cria um ambiente de confiança que os incentiva a se comprometer com a oportunidade.

Be honest and straightforward. After all, everything secret becomes clear. Trust is the foundation of productivity and longevity.

Destacar-se da concorrência é fundamental para atrair os melhores talentos em um mercado competitivo. Por exemplo, já vi empresas perderem candidatos excepcionais por não comunicarem de forma eficaz sua proposta de valor única. Ao destacar suas conquistas, cultura empresarial e benefícios exclusivos, você cria um apelo único que atrai talentos qualificados e os incentiva a escolher sua empresa em vez da concorrência.

If your company doesn't stand out from the competition, get creative and make your company stand out from other recruiters. Before you demand uniqueness, be unique yourself.

Without differentiation your firm is a commodity which only differs based on price. Gas stations are a good example. They sell the same product and you may choose one over the other based on a few cents per gallon. Employees want a company that offers culture, growth, and challenges, along with financial stability and prefer an organization that is leading or innovative in their respective industry.

Candidates talk. What are they saying about your company in the marketplace? Do you walk the talk? Do you have a strong employee value proposition? Are you strategic with your hiring plans? Having a strong foundation is key when attracting top talent as the company will then sell itself.