How To Find Talents & Grow Your Business Featured




Your ability to attract and keep the best people will determine your company’s future success. But hiring talent is not all about who offers the highest salary. It is about offering each employee the training, environment and experience that ensures they are happy, engaged and motivated. The overriding message is that companies need to better understand how and why their people work best.


In the war for talent, successful organizations know they need to be great to attract great talents. Armed with tools and insights from big data, cloud technology and social media, what we used to call HR is re-inventing itself as an essential, strategic, people-focused business function. In this write-up, we look at the ideas that are enabling managers and their teams to shine a light on employer branding and employee engagement to help reshape their organisation’s recruitment strategy. To get the best, you need to be the best.


 1.  Be a great place to work: Is your company a great place to work? That is the question talented candidates will ask themselves. They will follow your company’s Facebook, Twitter, YouTube, Instagram, Snapchat and LinkedIn feeds to see if you are a good company to work for. Communicating your organisation’s values, personality and culture as a great place to work are crucial aspects of developing a strong employer brand. So, while financial rewards remain important, prospective employees are placing a high mark on purposeful work and a workplace that is aligned to their values.


 2. Better information, better decisions: Your business is growing and it needs more people. But are you making the most of your existing workforce? Recruiting can sometimes seem like a kneejerk reaction – a response to an immediate need. But with better knowledge about your employees, you can make real-time predictions and model different business scenarios and outcomes. This brings new possibilities for how you manage and develop your teams. With this level of strategic reporting, you are no longer working in the dark. You can identify skills gaps before they arise. If analysis reveals that a high number of employees are to retire, you might offer flexible or part-time arrangements to keep these experienced employees in the workforce. You could also look at addressing the skills gap of the younger members of the workforce to ensure you have the right talent in place for the long term. “There is no investment that will do more to improve productivity in a company than training” – Mark Butje.


“When employees feel like their careers are at a standstill, their thought turn to leaving. But performance or learning management systems will be appreciated as employees can make better use of their talents and become more engaged”. Good learning programs can also help your people learn the skills needed for new projects and challenges or even a higher position within the company. So, when new positions open, you will have talented, enthusiastic candidates who are ready for a new challenge and greater responsibility. With training you get a more engaged and productive workforce – and a group of powerful brand ambassadors for your company.


3.         Finding the right people: Organisations need to focus on attracting talents, not just recruiting it. Recruitment has moved beyond traditional “post and pray” job boards, and organizations need to be more proactive in finding talents. The top candidates are hard to find, so, in the war on talent, organizations need to start identifying possible candidates early, using multi-channel sourcing from internal team members, employee referrals, talent pools and social networks. Use social media channels such as LinkedIn, Twitter, or alumni databases and professional associations to engage with talent and create your own talent networks. Start conversations, talk about your company culture, provide recruitment or interview tips and tap into their interest in working with you by helping them know more about your organisation. Create a database of people you know are talented: those who applied for a job who did not quite match what you wanted at the time, people who have been recommended. Smart companies reach out to build up a relationship with prospective employees to keep them informed about what they are doing.


4.         Finding the right fit – hire for attitude, train for skills: Companies that are successful in hiring have a process that includes attracting high quality candidates, evaluating them in several different areas, and taking the time to get to know people in different ways. Recruit for attitude and train for skills. If you bring in employees whose personal style closely reflects your work culture, philosophy and values, then develop them, they will be happy and stay. Creating an interview process that reviews more than just technical skills allows both companies and candidates to get to know each other and offers a better understanding of each other’s personalities.


5.         Maximize the success of new employees: When you have found the right persons that have accepted the job, the key thing now would be to make their transition from candidates to employee a seamless one. “It all comes down to creating a great experience” says Paul Burrin. The first days or weeks of employment can be a major influencer of an employee’s success or failure down the road. Your on-boarding process needs to support new hires so that they do not feel overwhelmed. A well-planned process should leave a positive first impression that will evolve into a lasting, productive work experience. Make them feel excited and engaged to be a part of your company – reinforcing the notion they made the right career decision.


In conclusion, for a business to stay productive and successful, it needs to take care of its important asset, its people. Whether you are an enterprise, mid-size, small or even micro business, try to streamline your processes, keep record of your data, run accurate and on-time payroll and meet other essential requirements.




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