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The Beginner’s Guide to Talent Attraction: A Brief Introduction (Part One)

Welcome to The Beginner’s Guide to Talent Attraction! Whether you’re new to talent acquisition or just looking for some new information, we’re glad you stopped by.

By now, most of everyone on Earth has heard that recruiting is looking more like marketing – and to be successful requires solid competencies in both. There’s a lot of content available online and it can seem very confusing but we’re here to break it down and make it easy to understand.

We’ll go step-by-step and soon you’ll be standing out in the crowd with a strong employer brand, attracting all the right people who fit, and establishing a real competitive advantage for your business. Let’s dive right in!

INTRODUCTION

“Talent attraction” is arguably the most important function in any business. Attract and hire the right talent and you get a real competitive advantage. Attract and hire the wrong talent and eventually you kill your business. If you want to win the battle for the best talent, you’re going to need to bring ideas and concepts from marketing over into recruiting.

In the most competitive firms, talent acquisition is seen working with cross-functional partners to deliver compelling messages across brands and culture. And similar to a consumer-based marketing approach, talent acquisition needs to work and think like a marketer to enhance visibility and credibility in the market, nurture and engage the right candidates, and generate new leads from your efforts. An easy way to think about this is to see your brands and cultures as two sides of the same coin – with employer brand on one side and culture on the other.

Note: A while back, we wrote a blog post on discovering your employer brand message. It talks about a brand is our “authentic inside-out” view for everyone to see. If you haven’t already, take a moment and read the full post.

How you attract and engage potential clients in marketing is similar to how you should begin to think about attracting and engaging potential job candidates in talent acquisition. You don’t need to become a full-blown marketer, but a lot of the work that is now done in talent acquisition is the kind of work marketers do.

There are similarities all over the place from collecting and analyzing data and defining “best-fit” candidates, to building up a strong employer brand and value proposition, to thinking strategically about touch points and improving experiences along the candidate journey, to using candidate-facing, nurturing technologies and tools, to creating and promoting attention-grabbing videos and employer-based content to share your brand, culture, and values with the outside world.

The sooner you understand the basics of marketing and are able to think (at least some of the time) like a marketer, the more effective you will be at Talent Attraction.

Continue to Strategy and Goal Planning (Part Two)


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ABOUT THE AUTHOR

Christopher Mengel is the founder of TalentSum LLC, a strategic talent acquisition consultancy and best practices implementation firm. Some of the world’s most notable companies partner with TalentSum to activate a strong employer brand, attract more people who fit, improve engagement and experiences, and deliver high-performing cultures.

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