When Hiring Top Talent, Company Values Matter - FurstPerson - ContactCenterWorld.com Blog
It’s no secret good talent benefits the bottom line. Choosing the wrong candidate can cost 30% of the first year’s potential earnings (U.S. Department of Labor), while hiring the right person can increase sales and customer satisfaction.
The right selection methods and assessment tools can give your organization a powerful approach to hiring top talent and helping build a quality workforce. Additionally, to attract the types of candidates you want in your contact center, it is to your organization’s benefit to develop both a data-driven hiring process and an employee value proposition that’s compelling, unique, and stands out from your competitors.
How to Use Your EVP to Attract the Right Hire
Since there are more jobs now than there were in the past, it’s important to know what qualities of your company you can leverage to attract the kind of talent you want. Here are three ways your company can go the extra mile to attract the right hire and retain top talent.
Take a Good Look at Your Top Performers
By looking at and understanding your top performers, you can use an empirical approach to create a guide for getting the attention of candidates who will be most likely to thrive within your organization. However, in order to successfully employ this approach, you have to understand why your top performers were attracted to your company, and then use that information to create messages that speak to (and entice) other top talent.
Make Sure Your Employee Value Proposition (EVP) Accurately Reflects Your Company’s Values
A candidate can have a stellar resume, good references, and even similar work experience and still not be a good fit for your company if his or her values don’t align with your organization’s values. It is imperative for organizations to ensure the message they are using to attract applicants reflects the environment and the culture in which candidates will be working. Utilizing communication methods that allow candidates to discover what they should expect from the position for which they are applying helps companies appeal to applicants who aren’t simply high performers, but are more likely to connect with the organization’s values and remain engaged in the job.
Know How to Stand Out from Your Competition
Your employee value proposition should be distinct from your competitors, and give candidates a compelling reason to choose your company over another. When your company’s EVP showcases the unique qualities of your organization, you stand to gain by attracting employees who are attracted to those specific aspects of your organization.
In one study conducted by Gallup, a company discovered that candidates who were more likely to perform well were those who were interested in learning about the future-oriented aspects of the job, like continuing education. In contrast, candidates who were less likely to be high performers showed more interested in superficial aspects of the job such as benefits, bonuses, and perks.
Levaraging Your Values to Find Top Talent
Candidates who prefer autonomy might be attracted to work-from-home and remote positions, while more extraverted applicants may be attracted to a culture where direct contact with co-workers and managers factor heavily into the day-to-day routine. Regardless of the position for which your organization is hiring, it is imperative to put as much focus on quality of the candidates (and whether or not their personalities and skillsets are the right fit for your specific organization) as it is to put on filling the seats.
Find out how to hire and retain the types of candidates you want by downloading our free eBook, 5 Talent Aquisition Commandments for Every Productive Mass Hiring Team.
Publish Date: February 22, 2016 5:00 AM
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