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April 2019

Tips for Targeting Top Talent

Tips for Targeting Top Talent

Competing for top talent acquisition has reached something of a fever pitch. Thanks to an ever-shrinking marketplace and rising globalization, jockeying for the best hires among technology businesses who are attempting to recruit from essentially the same talent pool. Particularly around the San Francisco Bay Area, a paucity of experienced technology professionals, and myriad employment options, those with the right stuff are looking for more than a great offer. As important to these professionals as their compensation packages are employers with positive cultures and working environments, and those that offer opportunities to learn new skills and cultivate interests and leadership skills.

Diversity and Inclusion.

  • The percentage of female CEOs in Fortune 500 companies topped 5% for the first time in the first quarter 2017, with 27 women leading top businesses.
  • McKinsey’s research shows that gender-diverse companies are 15% more likely to outperform their competitors and ethnically-diverse companies are 35% more likely to do the same.

Diversity and inclusion are not simply buzzwords anymore. Diverse teams and leaders lead to a positive impact on the culture and, in turn, the bottom line. Increasingly, prospective employees look for sincere diversity as a top priority when choosing an employer. Successful top talent acquisition requires taking these issues seriously.

Engaging Millennials.

  • According to a Gallup poll, just two out of ten workers believe their manager is doing a good job of encouraging them to do their best work. This may be a "deal with it" factor for others, but many millennial top professionals view this as unacceptable.
  • 2.7 million workers voluntarily left their jobs at the end of June 2015, a 25% increase compared to only two years ago.

Essentially, millennials with options will walk.

Leadership, Learning, and Development.

  • A survey by Robert Half found that 36% of 1,400 executives felt the top factor contributing to failed hires, aside from performance issues, is poor skills match, with unclear performance objectives right behind. Younger generations expect more from management.

A kernel among the hype about millennials at work is that millennials are far less likely to be complacent about their work situation, have low expectations of management, or stay put in a problematic situation.

An expert human resources executive search agency can help you not only navigate the above challenges, but also offer top-drawer onboarding and executive support programs. Securing the hire is just the first step. Whether you require professional coaching, building out functional teams, or human resources consultants to help you address the challenges that can come with talent acquisition and retention, Frederickson remains with their clients every step of the way.