September 2011

The Executive Coaches at The McNeill Group know that engaged leaders want information that is both relevant and to the point. The Quantum Leader has been designed for you with that purpose in mind.

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How to Attract Top Talent to Your Company

team_photoIn today’s competitive job market where top talent determines the course of a company’s success, it is wise to use inventive recruitment techniques to attract the brightest and the best. 

Social media is in the contemporary forefront for attracting talented individuals to your company.  A well-placed twitter or LinkedIn post listing your company’s benefits and requirements can bring surprisingly positive results.  Not only that, but it costs your organization nothing to advertise for positions using this method.  The key is to post notices that stand out and draw attention to the unique qualities of your business.  Rename the job title to sound more attractive.  A poorly written social media ad can actually scare candidates away.

Industry’s associations are also excellent places to look as they can hold entire pools of labor that have the same leadership characteristics. An untold number of talented job recruits are passive job seekers who find their positions by being referred by another person in the same industry.

Networking events give small businesses the chance to get higher visibility in their industries and they afford the possibility of identifying potential employees. They also allow businesses to stay in touch with and remain fresh on the minds of their contacts and relationships.

The interview process itself is one of the most important steps in attracting top talent.

In the interview, the potential employee can show you what he or she can do, and it’s also the perfect opportunity for the company’s benefits to go on display. You can expose your company’s competitive edge to the recruit.

People who represent your company in the hiring process must become convincing ambassadors for your company.  The bottom line is that when the talented job candidate reviews all of his offers, it is important that your job offer stands out among the rest.

By offering attractive monetary incentives, companies can attract talented workers.  However, non-monetary incentives are also important. Things such as company get-togethers can give the candidate a satisfying sense of unity and connectedness.  However, offering equity shares of the company can accomplish this as well. If the economic crisis prevents a particular organization from offering competitive salary rates, the equity route can be an impressive way to compensate.

If you have any questions about this article, or about how we can help you with your current hiring needs, contact us today!

We encourage your participation and comments.

Gary Sorrell. Copyright protected worldwide, all rights reserved.


 Keep Their Key Employees

coachExceptional Leaders know that losing critical employees can be a significant blow to an organization. And in today's robust economy, companies are more vulnerable to turnover.

Ambitious people need to feel that they are valued. They need to be challenged, appreciated, rewarded and respected. Exceptional Leaders ensure that these needs are met.

Most resignations come from dissatisfaction with the boss, the culture, the job, career progress, or, on occasion, inequitable compensation.

Exceptional leaders are continually alert to sources of satisfaction and dissatisfaction among their employees. They take the necessary initiatives to make changes when needed and to continually “market” the value of working for the organization.

Thought Provoker

*  Do you continuously promote your "employment brand' both internally and externally, emphasizing the value of being a part of your organization?

*  Are you aware of the dynamics of the current the job market and the potential for your people to be recruited by competitors for their skills?

*  Are you close to your employees to know what is really going on with them in terms of their job satisfaction?

*  Do you have a feedback system in place such as an employee satisfaction surveys?

*  Do your managers treat employees with respect?

*  Does your culture foster a sense of belonging and opportunity?

Exceptional Leaders create employment loyalty by providing a great place to work.

Copyright protected by author Bruce M. Anderson. Reprinted with permission.  Thinking Partners Inc.713-882-5285


What are the best, most talented individuals looking for when they start looking for another job?

engagedTalented job candidates understand that they are the glue that holds contemporary companies together. Today, they hold much more leverage than they did twenty years ago.  Therefore, it helps for employers to know what the best, most talented individuals seek in a potential place of employment. 

Providing talented employees with perks are essential. Monetary benefits are important, of course. Things such as retirement accounts and good insurance benefits matter a great deal. However, these days, the most talented candidates are seeking more. The potential for professional growth ranks highest after money. The good candidates are more likely to accept the jobs that offer them the greatest potential for professional growth. No one wants to be stuck in a dead-end job, regardless of how well it pays.

Second on the list of importance is the aspect of choice and control. The best recruits want options and choices within the confines of the organizational boundaries.  They want to be able to freely make decisions about what is best for their own careers, as well as for the organization, without constant scrutiny. It is no longer acceptable to offer rigid, pre-determined job descriptions.  Instead, talented professionals are attracted to jobs that will allow them to be creative and think outside the box. They want an attentive audience to listen to their ideas for change and they want to work for companies who will share their ideas for growth potential every step of the way. Top talent is attracted to the idea of lateral moves within the organization as well as moves up the ladder of success.  They are attracted to the challenges of trying new things and gaining additions to their skill sets.

The majority of talented recruits want to be team players that are associated closely with other talented professionals who share their ideals and missions for the company and as individuals. These types tend to have elevated levels of integrity and want their co-workers to hold the same things important. They want to be challenged regularly, both by their assignments, as well as by their fellow team members.  Truly talented professionals want to make impacts that help determine the outcomes of their projects and to know that if they leave the company, they will be well remembered for having worked there.

Gary Sorrell. Copyright protected worldwide, all rights reserved.



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