Risk & Business Magazine General Insurance Services Magazine Spring 2018 - Page 11

PEOPLE PUZZLE 7. Manage performance issues and eliminate the bottom 10 percent WHERE DO YOU START? Begin shifting your paradigm to recruitment as a sales process. Ask these questions: • Are we strategic in forecasting our internal talent needs and understanding the impact of external forces? • Do we have a strong employment brand that accurately communicates the culture of our company? • Do we leverage our employment brand through effective social media campaigns and employee referral programs? Are our employees brand ambassadors and raving fans of their employment experience? • Do we continually source candidates with the right skills, experience, and cultural fit? • Does everyone involved in the hiring process at our company know how to offer candidates an engaging, compelling experience? Do we dazzle and delight? • Do we offer an effective 90-day onboarding plan to entangle new hires and get them up to speed quickly? Figure 1 Figure 2 Then be prepared to: • Shift the resources you allocate. Get realistic about the time and money it takes to cultivate relationships with candidates and employees. • Provide executive oversight and buy- in. Thoughtfully consider the leader you appoint to drive this initiative and establish recruitment as an ongoing and strategic process. • Evaluate the internal and external experts you rely on. Go beyond HR tacticians to incorporate sales and marketing best practices. It’s harder today to find top talent than it is to find new customers. Isn’t it time to apply a sales methodology to your recruiting efforts? + Kathleen Quinn Votaw is a CEO, author and speaker. Her firm, TalenTrust, serves clients across the U.S. and has been named to the Inc. 5000 list of high growth companies in 2016 and 20