Welcome to week three of our Talent Optimization series, the modern rules of Talent Acquisition. In your quest for optimization, Talent Acquisition is the next stop to find the skills to remain competitive. In fact, a report by Vistage shows 65% of CEOs plan to “hire expansively” in 2019. So get engaged. Get your leader’s involved. Because sometimes the greatest of all talent is following one of your employees on LinkedIn.
Acquisition Starts with Attraction
Employees are your best Social Media Advocates
The people in your organization who are passionate about what they do are valuable partners. Because they likely to know other passionate, talented people. This is true in “real life” but more so on social media. Because to reach the people you seek, a person will beat an ad any day of the week. In fact, according to Nielsen's 2015 Global Trust in Advertising Survey, “Word of Mouth recommendations still remain the most credible.”
Further, research from PWC’s Global Consumer Insights Survey (2019) reports “32% of consumers are influenced to buy a product or service following a positive review on social media.” Individuals simply have a trust factor that [most] brands do not.
For your Leaders, Advocacy is the Job Description
We all know leaders set the tone for behavior in an organization. But read any valid source on leadership development and you will find the evidence conclusive. People really leave because of leaders, even if not their direct manager. Because if people are not inspired by senior leaders in their organization, it is unlikely their day-to-day manager can improve the experience. So how can your leaders inspire?
A great leader is a good coach and mentor. They show appreciation. Acknowledge effort. Validate action. They ADVOCATE for each team member in a way that resonates for that person. The more senior the leader, the more opportunity to inspire.
How does that translate to Talent Acquisition?
Employees who feel recognized and supported are more satisfied in their jobs. People who are more satisfied are happy to advocate for your company. They feel appreciated. They show appreciation. The leaders who advocate for their team members on social media multiply and accelerate their own, and the company’s, reach. Who doesn’t want to work for the leader who publicly recognizes their team/team-mate?
This sounds like a lot; how do we get started?
- Ask your employees to share GENUINE social media content about your company culture. Include photos or videos of team events or your cool new workspace. They are always a good quick hit on LinkedIn or Instagram.
- Give employees more opportunities to create valuable content through purpose-driven activities. This not only includes, but should be led by, your people leaders.
- Ask your leaders to share content and consistently interact with employees, each other, and industry experts across professional media. They should do this in a way that demonstrates curiosity, professionalism, and is consistent with your organization’s culture and values. Remind them this is not just for your promotion, but for their growth.
- Ask your Marketing team generate content, discussions, and engagement around key topics. Highlight the skills you look for in communities of practice and live/virtual events. If you do not have the resources, consider hiring a freelancer.
- If you do not already have one, set up a good referral bonus program. Your employees are your best representatives to people who can thrive in your environment.
These are just a few high-level ideas. Get in touch and we would be happy to help. We can put you in the best position to attract, hire, and keep top performers. Come back next week when we continue the series with the Reward & Recognize pillar of your people strategy.
