Talent Attraction Lifecycle in a Nutshell
To win the war for talent, you need to nail the Talent Attraction Lifecycle. The stages which job candidates move through in their ongoing relationship with an organisation are (1) Attraction, (2) Recruitment, (3) Onboarding, (4) Development, (5) Retention, (6) Separation. Every stage is a chance for you to attract, engage and retain talent.
You can have the greatest product in the world but if you aren’t able to attract and retain the best people, you won't succeed. Talent attraction is therefore crucial to a company’s growth strategy. The most important thing about the Attraction stage? It starts before you even have an open position - it starts with your Employer Brand.
Send out clear messages about what differentiates you from competitors and why you are the top employer for your target audience. What are your company values, mission, key differentiators? Candidates want to know what it's like working for you and whether their values fit with your company culture.
Companies with a great culture, like Google, benefit from having their employees as brand ambassadors. This makes it easier to communicate your employer brand and give insights into your culture on different channels in a more authentic and trustworthy manner. Aim to become top of mind for current and potential employees.
The Recruitment stage is actively finding talent to join your company. To recruit top talent, provide a great candidate experience throughout the process. Communicate your employer brand consistently. Capturing meaningful data helps you find the channels and strategies that work best so you can improve your hiring results over time.
The emphasis is again on having a strong Employer Brand - so you can use your employees as your top recruiters. If they love working for you, they happily share vacancies with their network. Ask directly for referrals and ideally have a formal employee referral programme in place to incentivise them to get involved in the recruitment of top talent.
Onboarding is the process through which the new hire learns the attitudes, skills, and behaviours required to work effectively within a company. The more welcome new hires feel, the more quickly they can contribute to the organisation. Teach your new employee everything there is to know about your company culture and values. Make them feel part of that culture from day one and encourage them to play an active role.
As personal and professional growth and development become more important for employees, you need to make sure to provide them with good learning opportunities and a clear career path. Have your leadership set an example, be role models, and provide inspiration to your employees.
In the Retention stage you ensure that you keep top employees and they are happy and challenged in their role and your company. A strong employer brand is key to ensuring low employee turnover. You want your employees to feel proud about working for you and make them feel like they are heard and understood. Seek feedback, build strong relationships and engage in continuous, open communication to refine and reinforce your employer brand.
The final stage is Separation. It's inevitable that you lose employees over time. However, if you view this stage strategically, you can minimise the impact on your company and continue benefitting from a good relationship. If your employer brand is strong and departing employees continue to have a good feeling about your company, you will keep your brand ambassadors. Make sure you ask for feedback in an exit interview to see how you can improve your employer brand and the employee experience.