Talented People are Difficult to Recruit and Even More Difficult to Retain.

What is compelling and differentiating about your workplace? How would you entice talented, potential employees to seek employment at your company? What opportunities do you offer talented employees that compel them to stay with your organization? The authors of this article suggest that what is promised to recruits must be realized; and any gap between the promise and reality must be closed. Creating (what the authors, Alasdair McKenzie & Sean Glynn, call) a story about work experiences of successful employees should be interwoven into all communications that your company has with potential new-hires. Advertising, interviews, informal conversations with current employees, and literature about your organization must have a consistent message. Furthermore, the authors found that adding informal interactions between a candidate and current employees, which consist of communications that highlight the company’s story, to the formal recruiting process, are more likely to influence the candidate’s decision to accept a job offer from your company than formal interviews alone.

Source: Alasdair McKenzie & Sean Glynn (July 2001). Effective employment branding: The role of communication in recruiting rare talent. Strategic Communication Management 5(4), 22-25.