There are many factors that influence the attraction of the talent, but some of them are key to attracting quality talent to our organizations, aspects that we summarize, synthetic in orderly manner, aspects that recruiters should take in consideration if they want to attract the best talent to their organizations and to improve and optimize their selection processes.
Knowing the factors is critical if we want to attract the best professionals to our organizations. To this we must keep in mind that qualified candidates looking for work search serious, solvent and good branded companies, not only in the market but to their workers, also called called “employer branding”, a term which in English describes not only the brand image of the company to its customers, but also the brand image of the company to his employees, suppliers, partners, etc. as well as to potential candidates to become employees of the company, something that we should care like our brand image in the market. More information about the talent brand.
On the other hand it is essential that human resources managers, who are responsible for selection process, know the main concerns of the candidates that are searching for a job and that could be interested in joining our organization.
A recent study shows that most of the candidates for a job post are interested in knowing the issues below, but nevertheless do not dare to question them on their personal interview:
1. What type of organization and leadership style has the company?
2. How is the company like? What is the company culture?
3. What are the short and medium term objectives of the company? What challenges must I face?
4. What is the market and what kind of customers will I have to deal with?
5. Which will be the professional team that I will be involved with?
Giving an adequate answer to these 5 questions throughout the personal interview, together with having a good brand image talent, will contribute very positively to achieve the capture of highly qualified candidates that can fit into our organization, while avoiding mismatches in the new hires that could en in an abandonment of the workplace.