This notion of “employment branding” has become crucial for large and small businesses alike. Why? As the baby-boomer generation heads toward retirement, there’ll be more openings for fewer people, and the war for talent will become even more competitive. At the same time, online recruiting is shifting the  balance of power towards job candidates, who can now research and weigh competing offers more comprehensively than ever before. What this means is that you need to become more proactive in your hunt for talent. These guidelines can help. 

Once you’ve identified the strategic goals for your company, you then need to identify the talent you’ll need in order to get there – your “people” strategy needs to be part of your “business” strategy. Certainly there are logistical concerns, such as who will manage the hiring process, but equally important is having a clear picture of the types of employees you want to attract. Obviously, when you have a job opening, you need to develop a job description that outlines the requirements of that position. But it pays to go a step further and identify the behavioral qualities you want. This will allow you to identify people based on values, culture and ways of working, instead of just their salary and benefit requirements. This process can also help you assemble a pool of candidates you can tap for future openings.

  • Think about talent strategically 
  • Know why people work for you
  • Make your job ads stand out
  • Use your website as a recruitment tool
  • Go beyond ads, postings and job fairs

Your employees are walking recruitment ads for your company. And because they know your company and your culture, they can often target suitable candidates that you could never find on your own. Create a culture where everyone feels responsible for building a great team.

Have a question about attracting top talent? Connect with a SCORE mentor online or in your community today!