With a tightening candidate pool, desirable job applicants have their choice of employers—and recruiters. As a consultant to C-level professionals, I routinely work with exceptional candidates seeking exceptional opportunities. Building high-level teams requires an understanding of high performing talent and the ability to recruit for outcomes and employment satisfaction.
What is “top” talent?
The definition of “top talent” is slippery. A skill desired in one company may not be exactly what another company seeks. That said, there are across-the-board skills common to talented and productive job candidates. A few of those attributes include:
- Competence: Top tier candidates are subject matter experts in their field. Knowledgeable, experienced, and curious, these individuals are known for their intelligence and curiosity—about their own field and other areas.
- Performance: To make effective use of human capital, employers must cultivate and nurture employees to gain the best return on their investment (ROI). Known for intelligence, drive, curiosity, analytic ability, and efficiency, top tier candidates are generally regarded as high performers by employers, headhunters and recruitment agencies.
- Initiative and big picture: While high performing candidates are often hired for niche positions, they usually demonstrate initiative and the tendency to think about the big picture. The capability to lead on the ground, and with vision, is essential to maintaining project and marketplace relevancy. In addition, innovative thinking is critical to maintaining a technological edge in a highly competitive IT environment.
- Integrity and authenticity: Comfortable with their intelligence and skills, high performance talent also demonstrates considerable emotional intelligence. Able to view themselves as team members, these people naturally assess and improve on their own behavior and performance. As team members and leaders, they are interested in objectives and outcomes, and are not inclined toward negativity and downward thinking.
Until the past decade, human resources (HR) was not seen as a revenue driver. At all levels, attracting, nurturing, and maintaining human capital is now essential to improve the bottom line, reduce costs, manage market volatility, and boost profit. Talent management is essential to remain competitive.
In the current economic climate, hiring and retaining top talent offers benefits from the outset:
- Innovative and break-through thinking is essential for product development and driving business initiatives. Whatever the industry, onboarding top subject matter experts quickly advances thinking and potential opportunities.
- Successful project launch requires experienced IT managers. High performing team leaders manage talent and resource gaps, and nimbly handle accelerated deadlines.
- High performers in the right position yield higher revenue for any company. With the right employee engagement ideas, top talent remains loyal—leading to improved processes and increased profit.
You may have multiple key positions that require top talent. How do you attract these top applicants?
Talent acquisition management: Tips for attracting applicants for high performance IT work
My business helps corporate teams meet goals, improve IT processes, and optimize staffing opportunities. Problem solving for Fortune 500 and medium-sized enterprise means we continually work with the best innovators and creators—in those looking to hire, and candidates thinking about a change.
Recruiters are a crucial business partner. Companies challenged by talent poaching and declining revenue have the opportunity to create significant investment opportunities with each new hire. The revenue difference between employees who return high and average performance can be in the millions of dollars. Just ask Google.
As a recruiter, or a hiring manager, looking for a top tech hire, or to add to a high performance IT group, consider these talent acquisition strategies:
- Know what you need: Understand up front the type and qualities of talent needed for the project, or the position. Is a star performer what you need for the level and length of this position?
- What about engagement? Where does employee engagement rank with your company? If placed for a project or permanent hire, what challenges, training, advancement, non-tangible and tangible benefits do you offer top candidates to keep them engaged?
- What is your value proposition? Company vision and culture attract and keep top tier candidates. High performers identify with high performing companies who maintain a good brand reputation.
Hiring top talent pays off. When you need the right professional for your business or IT team, contact us at The Hunt Group.