One of the most important management responsibilities is to ensure that the company has a robust pipeline of talent. This article compiles a host of best practices in the hiring and retention arena.
Start with an Attractive Job Posting
Once you have identified a vacancy, write up the usual job posting, including the purpose of the job, its key responsibilities, the preferred skills and educational requirements, and any other pertinent features. Next, I suggest you look at it from the prospective job seeker viewpoint and add some “hooks” that will appeal to them. This can include skills that can be learned, how the job can enhance one’s resume and how it can lead to advancement within the company. If the job is to be listed externally as well as internally, do include in the external version some key points about the company, how it is positioned within the industry and some key benefits of the company culture. I recommend internally posting jobs before they are externally posted, as this allows more movement within the company, and you may find some interesting internal candidates that you did not expect. Additionally, be sure not to over-specify the job skills required, as you may find you are left with a too narrow candidate pool. Finally, give a lot of thought to whether the job and/or the company requires that the job be done in the office, or whether it can be done remotely or via a hybrid approach. Obviously, job seekers these days favor remote and hybrid approaches, and you can access a wider pool of candidates if you can be more flexible in this area.