One doesn’t have to travel very far or dig too deep to read statements that we are either in a Talent Shortage, or – due to the coming of the baby boomer retirements – on the cusp of a MASSIVE Talent Shortage.  How do you attract Talent to an organization?

Edward Caulfield
SWISSCONSULT
Germany

 

Talent is always a scarce resource.

A: Ed

Here is a model that works for me:
People join organizations (any organization), for three categories of benefits.

1. PERSONAL GAIN
2. COMMUNITY
3. GREATER GOOD 

1. PERSONAL GAIN:

Most people think of salaries and benefits. True, but there are more.
For example in technology, people enjoy working with the latest, coolest tools and technologies. In large corporations, most technical people work on legacy systems. Some will give up the good salaries and benefits, just to refresh their skills and careers. In addition, they want the challenge and fun of learning what’s hot.

 

Environment is another attractor. This is both the location of the office and the office space itself. For example at one company, we chose an eclectic neighborhood. It was between two recently redeveloped, hip areas in the city. We could see that the eclectic neighborhood was on the verge of a transformation. Besides, it had walking paths along a river, a nearby park, and proximity to a major highway as well as large bus and train stations. We picked a historical building that had received a grant of 10s of millions for renovation. Sure we had to live through the dust and noise, but the rent was within our budget, and we describe the positives of the neighborhood in every job ad. Today, it’s among the best locations to work and live in the city. People love the neighborhood, recreation, restaurants, the building location, and working in a 100-year-old, renovated, brick building that’s the former home of a master brewer.

BTW, hire very smart people, not necessarily people with a specific skill set. Smart people can learn anything. This approach widens the talent pool, without giving up depth.

2. COMMUNITY

This is about creating supportive, open, and trusting groups. Let people be quirky. Honor ideas and collaboration more than fashion and rules. Help people be successful. Encourage people to stretch themselves and to seek personal and professional growth.

 

Go with the energy. If people are excited about an idea or project, let them run with it, even if you don’t agree with it as a priority. Amazing things happen when people are excited and committed to solving problems. (And mentor them so the mistakes stay relatively small).

When recruits visit, they feel the buzz and excitement. People who work there speak passionately about work and each other. It’s contagious and a strong attractor compared to Dilbertville.

3. GREATER GOOD

Answer the question, “How does this organization make the world a better place?” People don’t want their short lives to be meaningless. Find a powerful reason for being at work 40 to 60 hours a week. People want to serve a cause bigger than themselves. It doesn’t matter the industry. Even a waste company can find ways that make the world better (recycling to saving energy and landfill space, removing toxic products from our drinking supply, and keeping neighborhoods clean and safe.) Find the inspiration; it’s there if you focus on it.

 

Not only does this help focus the organization’s mission and improve morale, but it also attracts talented people who want meaning in their work-life, and it attracts people who already have an affinity for this greater good. Talented people just start showing up.

The bottom line is focus on creating a great place to work, first. Finding and retaining talents is much easier when you do.
Regards,
The Engaging Guru
www.engagingchange.com

 

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Michael Cushman, The Engaging Guru, wants you to master enrolling others in your truth, get the goodies of life, and change the world.  www.engagingchange.com