Ask any business owner and they will tell you how difficult it can be to find and retain top talent. Recruiting and retaining excellent team members is critical to the growth of your company. It’s remarkable how much extra productivity an organization can realize from having top talent on board. A recent study of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average performers.
Studies of businesses show similar results, and also reveal that the increase in productivity continues to rise as a job’s complexity does. In highly complex occupations, high performers are up to 800 percent more productive. So it’s easy to understand why every company wants to scoop up top talent. Finding those high performers, though, can be the ultimate challenge!
The secret to attracting high-quality team members is differentiating yourself from other industry players, and showing those folks how joining your company can help them reach their career goals. Today I want to share with you a few tips on how to do this.
It All Starts At Home
Before you start posting your job openings on job sites, consider the fact that you may be able to source a great new employee simply by having conversations with your current employees and referral partners. The truth is that these folks know you, like you, and trust you, and may know others that would be a great fit for your company.
By letting your employees and referral partners know what positions you are looking to fill, and arming them with a card they can hand out to anyone they run across that might fit the bill of a great candidate, they’ll be able to help you on this journey.
Sometimes the best way to find top talent is as simple as hanging out where they do. Industry-specific events where top performers are most likely to be attending or participating offer fantastic opportunities. You’ll not only get a feel for what top talent is up to in your industry, but you will also get the opportunity to get some facetime in with potential candidates, learning more about them and in the process, familiarizing them with your company.
The biggest advantage of this type of recruiting is that the people you are coming into contact with more than likely aren’t actively looking for a new job. This means that there is less competition trying to recruit them and gives you a leg up should you decide to discuss with them the benefits of joining your company.
How Does Your Company Stand Out?
This is very important, and an often overlooked question. It’s important to remember that you are competing against other companies to try and woo top talent to come and work for you. One of the most important questions to ask yourself is what makes you different and/or better than other companies in your industry?
Having a strong and unique value proposition is critical to attracting top talent. People at the top of their game in your industry are not looking to be part of an organization that is simply trying to mimic what others are doing. They want to work for a company with a vision. One that they feel they can not only contribute to but that also will offer opportunities for growth and advancement. You have to be able to share how the company value proposition is lived every day, along with the vision and mission of the organization. You need to clearly articulate this so that they can put themselves in the shoes of an employee and get excited about the prospect of working with your team.
Attracting top talent for your company isn’t a walk in the park. Start by utilizing these three tips to be on your way to locating the next unicorn that is going to help you and your team realize your vision.