Helping Client Partners With Four Big Challenges

According to our Human Resource and Talent Acquisition partners, the following four challenges are some of the most prevalent they face. Each of these challenges has a prescription solution that we're experts at providing.

Talent Acquisition Challenge #1

Attracting Top HR Talent in a Scarcity Candidate Market

Employers are using an "active candidate" strategy hoping to hire passive candidates. An active candidate strategy is ineffective in a talent scarcity market! Job posts, emails and LinkedIn inmails receive a very low response rate. Candidates don't view these opportunities as true career moves. 

How to differentiate your company and become a magnet for top talent becomes elusive. Recruiting communication fails to bridge the gap from company mission and brand to a specific job brand. Opportunities presented are often dull, boring and lack intrinsic motivation to be considered career moves.

Bradford Consulting SOLUTION #1

Map the HR /Talent Acquisition Market & Build Relationships

We have mapped the HR and Talent Acquisition Marketplace in which we work. This means we build large datasets of HR professionals from CHRO to individual contributors in our market sectors. One of those is Texas. Ever wonder how many HR professionals work in the state of Texas? In our dataset, the average number of HR professionals across all specialties over the past year is 76,401. Our datasets reflect their specialties. We also know the trend of the market. Consider the following.

At any given time, the market breaks down like this: Very Active 19% looking for a somewhat better job; 31% discretely open to a much better job, 27% passive will listen only to a significant career move and 23% super passive and unlikely to move for any reason. Intrinsic motivators become part of the initial communication.

Talent Acquisition CHALLENGE #2

Relying on Traditional Job Descriptions for Recruiting

Traditional job descriptions built around skills and years of experience making them dull, boring and ineffective for attracting top tier talent.  Most employers still rely on a skills and experience hiring approach vs. a more modern performance-based, end-to-end recruiting and hiring system.

In reality these are person descriptions, not job descriptions that reflect the actual work environment and performance outcomes which contributes to lack of motivation to do the job and unintended turnover.

Traditional recruiting messages including job posts, emails, voice mails and LinkedIn inmails do not create interests among the top tier people.

Bradford Consulting SOLUTION #2

Performance-based Job Descriptions + EVP + Persona

Top tier people don't want equivalent jobs, they want better jobs. Performance-based job descriptions define the real job - what they will actually be doing. They are NOT a person description. This style of description helps attract, assess, and attract top tier talent.

Every job should have an EVP (employee value proposition) established BEFORE recruiting begins. Just like your marketing colleagues, you should develop a 360 degree persona for your ideal candidate. Putting this all together is an important key to opening the passive candidate market to your opportunities.

Talent acquisition CHALLENGE #3

Relying on Outdated Recruiting Systems in a Digital Age

Many Talent Acquisition teams do not have highly efficient, evidence-based recruiting and hiring systems that remove process inefficiencies and system failures. They are constructed using a series of components that don't "play well" together. There is a lack of  understanding why a real business system for talent acquisition is needed or what an effective system would look like. 

Among all of the business processes within an organization the one critical business process most frequently overlooked is a proven, end-to-end business system for attracting and hiring top tier talent. Many recruiting processes and systems lack the ability to attract and identify passive top tier talent across the spectrum of roles needed by employers.

Bradford Consulting  SOLUTION #3

Build a Modern, Performance-based Hiring System

Performance-based Hiring, developed by The Adler Group, is the only true, integrated business process for Talent Acquisition that we've seen in over 40 years of recruitment experience. That's the reason we've adopted this method as out exclusive model for all of our search assignments. We have also helped clients to learn more about the process and adopt it for their organizations.

Our process begins at a different place through a defined step-by-step process to offer acceptance and beyond to ensure Quality of Hire as the bedrock of our focus. Review our recruiting process:"Talent Acquisition 4 Circles of Excellence" model to see what we mean.

Talent acquisition CHALLENGE #4

Keeping pace with Increasing Compensation Pressures

When competition for top tier people heats up in a talent scarcity market, compensation demands rise dramatically. Top people demand more and more, not only in salary, but often sign-on bonuses and other forms of cash compensation. When recruiters initially approach candidates, usually the first or second question they get asked is, "what's the pay?"

How this is handled at this early stage usually determines whether the candidate will move forward. Recruiters have also fallen into the trap of using compensation demands by candidates as a screening factor way too early in the "dance of recruitment." 

This mistake often eliminates some top candidates who might otherwise be able to be hired.

Bradford Consulting SOLUTION #4

Incorporate a 30% Non-Compensation Strategy

Our recruiting process, when it comes to the subject of compensation, is never let that screen out a candidate too quickly. Yes, compensation is important, it's just not something that should be discussed before the time is right. The right time is NOT in the first few minutes of conversation.

When all aspects of Performance-based Hiring are properly utilized, a well-defined career opportunity is created and positioned as part of the initial discussion. This includes how to present the opportunity to include up to a 30% non-monetary compensation component. Done correctly this can remove some of the pressure from the actual cash compensation discussion. When cash compensation is competitive within the marketplace, this can be a game changer for hiring more top people. Be sure to check out our "Talent Acquisition 4 Circles of Excellence" recruiting model.

Carl Bradford


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