Stop the Talent Gap by Focusing on Talent Fit

The cost of hiring is going up. Companies are discovering that competition for the best talent is getting fierce. Candidates now have multiple offers to consider. In this competitive talent landscape companies are investing more time and money hiring the right people to drive their businesses forward.

Selecting the right candidate is the first step to ensuring your investment is well spent. But as many recruiters and hiring managers know, finding that right candidate isn’t always easy. It’s kind of like finding Willy Wonka’s golden ticket; there aren’t many out there, but with perseverance and patience, you just might find one. As recruiting shifts ever so slowly from a post-and-pray model to a proactive relationship-based one, companies can begin to focus more on talent fit rather than job fit.

Job fit is simply where a candidate meetJob Fit 4s the requirements for the job: they have X skill, Y experience, and Z education. This information provides only a small piece of the intricate puzzle that makes up a person, leaving out key considerations such as personality, behavior, preferences, motivators, company and product knowledge, and more. Hiring by job fit is reliant on yesterday’s needs and doesn’t take company culture or organizational goals into consideration and creates a talent gap.

When organizations experience a talent gap, the most obvious indicators are high turnover and low productivity. Employees tend to be less engaged as they don’t feel a strong connection for the purpose or goals of the organization. The impact of a talent gap drives up the cost of hiring due to lengthier onboarding and training, loss of productivity time, and increases the risk of a bad hire.

Talent Fit 3Talent fit is where your company and candidates intersect. Talent fit extends beyond the X, Y, Z, to consider how your candidates align with the future needs, goals, values, and brand of your company.

Your candidates are as unique as the all the people who make up your organization. Each person brings something different and valuable to the table. Determining who is the right talent fit, however, takes more than just reading resumes.

Three simple actions to start recruiting for Talent Fit:

1. Look Beyond Resumes

Resumes are static documents that contain details that candidates think you want to know. They reveal very little about personality, work ethic, behaviors, motivators, and so on. They are a one dimensional document in a three dimensional world.

2. Engage in Real Conversation

It’s amazing what you can learn about a person when you have real conversations with them over a period of time. So many companies use social media and their traditional marketing channels to talk at their audience, not with them, in their attempts to generate engagement. The end result is just a lot of noise and relationships that are not actually engaged. To fullfil recruiting needs, talent by the hundreds – or even thousands – are invited to self-select and apply to roles that they are not likely a fit for and then sit in the ‘black hole’ where any amount of engagement slowly dissolves. Avoid this disengaged and disconnected approach by inviting them instead to simply introduce themselves and take part in a series of natural conversations. Those who stand out can be invited to put themselves forward into an application process. By turning the current process on its head and allowing recruiters and hiring managers to create conversations and vet prospects before they apply saves time and creates a meaningful, value added experience for everyone.

3. Understand Organizational Needs, Goals, and Culture

Your organization is a unique entity. While you may have aspects in common with other companies in your industry or those of similar size, no two are alike. The people who make up your team are just as unique, and bring qualities that help to reflect and build your organization’s character. Understanding what it is that drives your company forward means that you will have a better understanding of the kind of people who are needed to keep it going.

Bonus tip!

4. Focus on one process at a time.

An effective Talent Fit strategy always starts with a focused initial use case to grow from. Ask us how clients have initiated their strategies with Talent Dojo to power game-changing use cases such as recruiting from their customer base or loyalty program.

Job fit is for yesterday’s needs. Talent fit is for the future. Get to know your candidates, reduce turn over, save money. It’s as simple as that.

Leave a reply

Your email address will not be published. Required fields are marked *