So we had a really interesting debate in the office this week! We all get used to seeing league tables of ‘most attractive brands’, most interesting companies to work for, and ‘most in demand employers’ etc. but is that enough to attract the best talent?
Whilst we discussed the merit of these so called ‘awards’, we started to review a great candidate that we had just met. Interestingly, he’s super bright, a smart and focused business professional, ambitious with high, a realist, with an engaging style. We loved him!. Our debate then started about the organisations he wanted to work for….none of which made it to the top ten on the league table, in fact…they weren’t even in the top league. Why? The organisations that our candidate wanted to talk to were summed up in a few words…ambitious, creative, non-corporate!
He didn’t talk about a ‘job’; he talked about the opportunity to be part of something. He didn’t mention job title, instead, talked about the value he can bring, he didn’t mention grade or level, but talked about making a real difference…he didn’t want to be caught up in “ways of working”, he wanted autonomy to make that company more successful
The interesting dynamic then if those top league companies want the top league of candidates, then they are going to have to change the way they present and attract talent. But how many of those top league companies could offer what the candidate wanted? Most would say they do.
So we started to discuss (and debate) the value of candidate CV’s and the value of job description/vacancies. Organisations still conform to job descriptions, grade/bandings, responsibilities and accountabilities, and a corporate structure which removes the creativity and autonomy to really make a difference. CV’s detailing ‘what’ the candidate had done, listing his previous employers and the achievements within those organisations, gave little or no insight into their ambitions.
So what happens to these great candidates? Well they get snapped up by organisations who can see the value that they bring, organisations who really understand how to engage with their talent, and organisations who clearly understand that finding great people isn’t about ‘filling jobs’ . Organisations need to look at candidate as a potential for the future and ultimately how to create value from and value for the Candidate they hire. For individuals like this guy, there is an unwritten agreement with the employer they want to join; it is the culture and value of the company that will always want growth, development and innovation. This is where this guy will go and work ….