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Top 5 Ways to attract top talent to your team.


Paying top dollar for an employment agency to find talent can be a drain on already tight budgets.  Plus — and make that a big plus —  there is a very good chance top talent is already employed.   So how do you identify top performers with proven talent and how do you entice them to come and play for your team?

Here are five innovative and tested methods to spot the diamonds in the crowd.

1.  Internally.  Chances are there are more than few rising stars within your organization at junior levels.  Promoting from within not only improves morale but it shows that hard work will be noticed and rewarded.  It creates loyalty to your organization as employees see an attainable professional future.  You also have the incredible advantage of the aggregate knowledge the potential candidate keeps within your organization.    Developing career progression charts, mentorship programs and internal skill banks are a great way to know what talent is already in your arsenal ready to be developed.  Skills banks are also a great idea to identify skills deficiencies for impeding growth, succession planning and or markets being developed.

2. Employee Referrals.  Your employees are the best ambassadors for your message.  They are aware of the company culture and would know if their potential referral has what it takes and would be a good fit within the organization.  An employee wanting to bring people they know to your organization is a great sign of organizational pride and loyalty.  Putting in place referral programs is a good way to energize and motivate team members to participate.  Programs like this can be a win/win. On one hand you are showing employees you trust and value their evaluation of talent and on the other you are getting a confirmation of the candidate’s skills, character, etc.  from a source you already know and trust.

3. Interns and Contractors. Having new graduates come show their talent as interns and learn your business is  a great way to find out if someone will be a good fit within your team.  Although most internships are not paid, time and effort must be invested on your part to ensure proper training and management of this resource is maximized.  Many fulltime positions begin as contractors.  Either because it is a newly developed position and or budget/cost containment.  Interns and contractors are a great way to convert proven talent into full time permanent talent.

4. Social Sites & Professional job boards.  When relying on professional networks such as LinkedIn to spread the word and find a potential referral via outside means, you are getting the benefit of someone you know being able to vouch for that person’s accolades.  Sites such as LinkedIn have a lot of discussion boards that would allow you to spot someone that has a lot to offer and easily visit their professional profile.  Another great way to attract great  is to have employees post blogs as to why it is great to work at your organization.  You can also use this medium to promote stories of top performers and celebrate team success.  Keep them simple, real and consistent with the truth of your culture.   Professional Associations almost always have job boards for their membership.  Members in good standing with their professional association have the support and verification of their skills through certifications and on-going requirements for professional development, which is mandated in order to achieve and retain licenses or professional designations.

5. Co-Op Programs are a great way to get ahead of the competition in areas where skills are hard to find in the market place or newly developed technologies.    Also students will take their experience back to their campus and if a positive one will speak greatly of your company and create a desire to join your team upon graduation.    As with interns, the amount of investment on your part in the quality of training and supervision will be in direct relation to results achieved.

 

 

 


Carolina Billings

Carolina Billings

Carolina M. Billings is an executive with 15+ year’s leadership experience in the fields of Business Development, Human Resources and Finance. As CFO-CHRO of a multi-million business conglomerate, she performs a truly interdisciplinary role within a portfolio of diverse industries ranging from Supply Chain, Logistics & Distribution, Wealth Management, Furniture Import, Sales & Distribution as well as Interior Design. She champions leadership initiatives as well as empowering and coaching/mentoring others to lead. Developing a hybrid of Finance and Human Resources has enable her to become leading business partner. Her great ability to influence and engage others in the pursuit of goals and objectives makes her a true innovator and change agent. Carolina is currently pursuing her Masters in Interdisciplinary studies with Royal Roads University, She holds Graduate Certificates from Cornell University and Queen’s University in the fields of Change Management and Leadership. She is a Co-Active Professional coach currently doing her practicum towards Certification with ICF. She holds a CHRL designation and a High Honor’s HRM Graduate Certificate. Carolina is the founder of Big Fish Coaching a private practice specializing in personal leadership, career coaching, conflict resolutions and life change management. www.bigfishcoaching.com
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