a Talent Magnet and a Talent Utilizer
in this month’s Inc. Magazine describes the activities
of a firm that was retained to recruit talent from a competitor
of their client. Having trouble getting through to potential candidates
via telephone, the recruitment firm resorted to direct recruitment
in the form of having their recruiters stand outside the doors
of a competitor’s office at the noon hour to take potential
candidates to lunch. Other tricks included following employees
of the competitor to their homes or cornering potential candidates
in the parking lot. Although there were a few candidates who said
that the practice was unethical, most of the people were open to
hearing what the recruiters had to say. People like to be pursued
and the recruiters were very good at feeding the ego of the candidates.
is just one indicator of the trouble companies are having finding
qualified candidates. One of the biggest concerns of business
leaders today and for the foreseeable future is recruiting and
retaining talented employees. There is no doubt that the current
shortage of people is making life difficult for recruiters throughout
the country. This shortage will force organizations to react in
The first is
companies must realize that to attract talented individuals,
the company must become a talent magnet. Bizjournals published
an article last week about Mills Peninsular Health Services in
the San Francisco area which routinely ranks among the best hospitals
in the country on employee satisfaction. To ensure they do not
get complacent about their reputation, Mills has implemented
a compensation program that rewards managers on the happiness
of their staff. Debbie Goodin, the Vice President for Quality
Compliance and Human Resources, was quoted as saying, "It's
not really about programs, although we do keep our eye on that
ball. If you don't have leaders who are passionate about the vision,
all the programs in the world won't fix it. Our senior team truly
understands they don't run the business. The people they hire run
the business. They truly get it. If the business is doing well,
because people are sincerely engaged in making it happen, then
it's a fun place to work." Why do you think Mills has little
trouble finding employees?
an employee leaves, do not rush to immediately place an ad in the
Ask yourself and the co-workers of the employee that left
if it is absolutely, positively necessary to hire a replacement.
The cost of recruitment will undoubtedly rise significantly.
Look for ways to put some of that money you would spend on recruitment
into making your operation more productive. By taking just a
cursory look at your business processes, you should be able to
see the areas in which real improvements can be made. A 10% enhancement
in productivity has many benefits besides the obvious cost savings
and increasing customer satisfaction. It can also mean a reduction
in the necessity to hire additional people and making better
utilization of the talents of your current employees.
people what can be done to improve the operation. Think creatively,
brainstorm ideas and ways to reduce cycle time and throughput.
It may be easier than you think.