Risk & Business Magazine JGS Insurance Risk & Business 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 2015. She is
the author of Solve the People Puzzle: How High
Growth Companies Attract and Retain Top Talent.
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