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About Edith Onderick-Harvey
Change agent. Consultant. Advisor. Speaker.
Since founding Factor In Talent in 1999, I have become nationally recognized for developing leaders, executive teams and organizations that achieve exceptional performance. I work with innovation sector clients -- high tech, life sciences, higher ed, and financial services. I’m regularly quoted in the media and have appeared in The New York Times, CNN.com, HR Executives and many others. My passion is helping you STRATEGICALLY think about HUMAN CAPITAL, develop, engage and retain THE BEST people, DESIGN your organizations and ACHIEVE RESULTS.
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Tag Archives: talent
Hiring is ramping up and as always, highly talented, successful job candidates are in high demand. There never seem to be enough. Even in the depths of the recession we heard that companies had openings they couldn’t fill because they couldn’t find the right candidates.
What if it wasn’t the candidates but the companies? What if those candidates stayed away because they couldn’t see value in what the company had to offer?
When we hire, we tend to look at hiring as a one way street, i.e. I have a need and I need someone who meets my specifications. That’s a problem. Hiring is a two way street. We have a need for someone to meet our specifications. As we should, we always want the best. The most talented candidates also have needs and specifications that they want companies to meet. Top talent has the upper hand in the hiring scenario. They know that what they have is in demand in the marketplace. They can be selective about where they will work.
To attract and hire the best you need to know what you have to offer that’s attractive to a top tier candidate. While money is important to them it is by no means the only thing that’s important. For many, it ranks third or fourth most important.
In order to compete for top talent, define an employer brand. Ask yourself:
- What are the values, mission and purpose of your organization? Top talent want to be part of a company that is going somewhere that resonates with them. They want to work for a company whose values align with their own.
- What’s the culture? How do people talk about what it’s like to work for you or your company? Is it a family? Are you at war? Do you work hard, play hard? Cultural fit is a key indicator of a candidate’s long term success. Top talent look for a sense of community. If they can’t identify with your culture or if you can’t define your culture in ways that speaks to them, they don’t want to be part of it.
- What opportunities will they have to grow and develop? Top talent doesn’t want to stagnate. Even if they’re in the same role for five years, they want to know that there is opportunity to grow within that role, to take on new challenges and build their capabilities.
During the interview process, candidates will ask “what’s the best thing about working here?” Don’t let your answer be just ‘the money’ or some vague answer like ‘the opportunity.’ Be able to articulate a strong brand and provide examples that can bring the brand to life. Show top talent why working for you and your company is the best decision they can make.