HR Check In: How to Attract Modern High-Potential Candidates

HR Check In: How to Attract Modern High-Potential Candidates

Emily Check

All talent acquisition organizations have one thing in common: they want to hire modern candidates that are classified as high-potential workers, those employees that will really make a difference in the company’s success. These four articles share techniques on how to hire smart, and attract the right type of employees to your business. No business can afford to lose new hires quickly because of a misalignment in attitude, expectations, or values.

Employer Branding: Is Candidate Resentment Affecting Your Profits? (Collingwood Executive Search)

According to Mark Murphy, who developed the study called “Hire for Attitude,” out of a pool of 20,000 new hires, 46% of them failed within 18 months of being in their new position. Of that 46% of failed new hires, 89% of them left the company because their attitudes did not align to that of the company. A mere 11% failed because of a skills gap. Data from this study goes to show the importance of making your employer brand visible and accurate to the company’s true values and beliefs. All companies should consider matching their expectations for new hires to the qualities included in their employer brand. It’s crucial to find candidates that are aligned to your own values, if you want any of them to stick around for the long haul.

Recruit and Hire With the Real Atmospherians (Talent Culture)

This article by Talent Culture contributor Kevin Grossman puts an interesting perspective on some businesses’ approach to improving candidate experience. For example, take Enterprise Holding, the company that makes recruiter contact information available to candidates, includes their photos and social links, and pledges to get back to the candidate within 5 days. Another example, Cumming, asks candidates to fill out a Glassdoor review about their experience and exposes how their ATS ranks candidates on their career site. This transparency and honesty in the process has been extremely successful for companies who were winners of this year’s Candidate Experience Awards.

Applying Design Thinking to Your Hiring Process (Recruiting Social)

What exactly is design thinking? And why does it matter to your business? Simply put by Suzanne Hamill, VP of Design Thinking at Fidelity Investments, “Design thinking roots your team emotionally and drives them to really want to make a great experience for people.” Design thinking is used for ambiguous problems that you’re not sure what the solution even is. In the workplace it is defined by certain mindsets, such as radical collaboration and rapid experimentation. At Fidelity, Suzanne tries to apply design thinking to the entire hiring process, beginning with recruiting. This topic is complex and interesting but surely worth the read to get a better grasp on this refreshing way of thinking and problem solving.

The Most Sought After Talent Prefer Mobile Recruitment (SHRM)

An IBM Smarter Workforce survey reported that 70% of high-potential employees are more attracted to organizations with a mobile recruitment option, compared to only 51% of regular-potential employees. About three-quarters of high-potentials use mobile devices when searching for jobs while only 40% of regular employees use mobile devices. Candidates want to have it their way, which means having the convenience of searching and applying for new positions on the go, from any device. Check out this SHRM article to learn more about the difference in candidate expectations based on their desirability ranking.

Interested in learning more about what it takes to build a modern candidate experience? Check out our new “9-Point Checklist for Building a Next-Generation Candidate Experience.”

candidate experience best practicescareer site assessment

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