LEVER 4: SOURCING , ATTRACTING
& RETAINING TALENT
‘If your employees don’t feel valued , neither will your customers”
It is often quoted that one of the top two problem issues facing small to medium businesses owners is attracting and retaining great talent and no more so than in the professions of marketing.
You can have the world’s best marketing research, strategy and tactics but without the best fit talent to manage and/or execute on them your marketing effectiveness and business growth will be seriously jeapordised.
1. DO A QUICK SELF ASSESSMENT
Try answering the questions below yourself to get a general sense of what may be missing or adrift from your current approaches to attracting , sourcing and retaining Talent and then focus on capturing opportunities for improvement and growth.
2. BENCHMARK TO OUR BETTER PRACTICE STANDARD
In collaboration with our independent specialist provider partner network we are continually developing better practice standard frameworks across multiple marketing disciplines from which our business members can benchmark their current practices against and more readily identify opportunities for improvement and growth.
As with provider search the general approach to recruitment undertaken by employers still runs very much relies on the traditional practice of sourcing talent through posting job advertisements and unrealtisic wish list of competencies and skills to a limited catchment of active prospective candidates , half of whom will be moving because of a problem.
This approach significantly increases the risk that not only are you competing for a limited pool of candidates at any given point in time, but you are also likely to loose your candidate down the track due to the fact the person job and cultutre fit is amiss , which will result in them leaving and further adding to your talent aquisition costs.
At Marketing Search we believe that more often than not your best fit candidate is not actively searching job boards but someone who is currently engaged and fulfilled elsewhere in their employment , passive in their job search but always open to considering opportunities that match their work preferences, competencies and culture requirements.
At Marketing Search we believe that employers sourcing and onboarding success is signifcantly improved through the adoption of a candidate centric approach .
Investing more time with the candidate upfront to uncover their real needs and motives and demonstrating greater flexibility in and around job design will ultimately lead to better matches and higher retention for the employer.
In your quest to find and retain talent, businesses increasingly need to develop ways to support and create potential engagement and interest in their business beyond the periodic job advertisement.
Most organisations don’t have a long-term plan for an employment strategy that defines what as an employer they expect from employees and what is provided in return. An effective EVP aligns the whole work experience, from culture, mission and values, to total rewards, through jobs and people.
An (EVP) represents the values and culture the business embodies and the practical benefits for employees such as learning, growth and development opportunities.
According to research by Towers Watson, people are five times more likely to be highly engaged if their organisation has an effective EVP, (2014, Change and Communication Global ROI Research Study).
An employee value proposition implemented well can make all the difference between people as a strength and people as a liability. It is important for the EVP to be constantly and openly communicated through various channels to be able to create the right people advantage in today’s competitive times
Good talent does not hang around for long, yet many employers stumble in the recruitment process through having slow , cumbersome and painful recruitment processes which inevitably lead to the frustration and candidates dropping their interest.
Streamline and structure your interviewing processes and keep candidates informed constantly where matters are in the process.
Traditional recruitment processes are generally slow and cumbersome particularly when resourced by inexperienced recruiters.
Most traditional recruiters work in a sales pressured environment, limiting their time to ensure a candidate’s best job fit outcome.
If you do engage a recruiter find a specialist.
The number of recruiters who focus and specialise in the marketing and creative industry, particularly outside Sydney and Melbourne, are few and far between, with most being generalists with minimal experience.
In response to the frustrations surrounding traditional recruitment practices Marketing Search provides its client with an alternate low cost sourcing solution as opposed to an end to end traditional recruitment process which is marketing specific and designed so as to reduce the time and increase onboarding of talent.
Understand and stay informed as to the salary and pay scales in the Industry and make sure your first offer is appropriately aligned.
Underpaying talent is the surest way to adding to your employment costs down the track.
Work closely with your HR department or advisors to ensure you are embracing many of the accepted good employment practices and policies that support retention.
Today’s workforce seek greater flexibility around their work arrangements to better balance their professional and family commitments so having supportive initatives such as a remote working policy
hold significant value beyond just cash.
The rise of automation, machine learning and ai in the workplace will undoubetly displace the need for humans in many fields including the marketing profession. Additional new jobs will naturally arise however many of them will require a high level of technology proficiency and expertise which traditional marketers will not have.
That said at Marketing Search we believe that employers need to start now to carefully consider what skills and competencies they will need moving forward and start the process of up-skilling their marketing staff to take on the responsibilities for activities that the automation and machines cant do.
In short we believe that employers who can convey an awareness and commitment to investing in the
future skills and providing support in transitioning their talent to new ways of working will not only significantly improve their appeal to prospective new talent but further build the loyalty and benefits associated with a stable workforce.
3. GROWTH CONTENT : TALENT SOURCING , ATTRACTING AND RETENTION
In collaboration with our independent specialist provider partner & expert community we share strategic growth specific content centred on better practices in talent sourcing, attraction and retention.
4. GET SUPPORT AND TAKE ACTION
Need some expert advice before you dive into talent sourcing or headhunting from the hidden market?
Get in touch with us at Marketing Search and get answers to all your questions.
We’ll explore your current approach and recommend ways you can improve your search , selection and retention of marketing talent.
With our growing pool of hidden non-active marketing professionals and our discreet and disciplined approach to career advocacy and job matching we can ensure the compatibility and confidence in sourcing the ‘right fit’ talent for your business.
5. CHECK OUT OUR 6 ADDITIONAL MARKETING GROWTH LEVERS