FN and John Jonas bring you: Insights and Best Practices for How to Attract A-Players
Q: How should a company be best prepared and positioned to attract A-level talent?
A: Before beginning to interview candidates, your company must identify and define the qualities, attitudes and attributes that are important for an individual to have an order to fit well into your company. It is also important to ensure that your management team is in agreement on the company's vision, it's objectives, and it's intentions for this job position and qualified candidate, so that you are able to put a clear, focused and accurate job description into the market.
Q: What are the company attributes that best attract A-level talent?
A: Creative talent, in particular, express the importance of an attractive environment in which to work -- one that cultivates and values the creative process. The best players, those who have the most to share, want to feel like they are part of the company's strategy and decision-making process -- the more they are invited to contribute, the more valued they feel.
Q: Why should a company use a search firm, when there are so many good people unemployed right now?
A: The reality is that 96% of college educated people over 25 are still employed. Although there are some good people who have been downsized and are available right now, the BEST people aren't unemployed, or happy, and they are not looking at job postings. These stars always have, and still currently are, achieving exceptional results. These are the targets a top search firm will connect with, qualify for you, and get interested in your company and position.
Q: Why is it important for a company to focus on retaining their existing talent?
A: Think of retention as regularly re-recruiting your best workers. Assume that your best are getting calls and offers from your competitors, and accept that you must continually excite top talent, if you are to keep them.
Q: How should a company practice good retention techniques, to make employees feel important and valued?
A: Continually ask your people how they are and what they think of the work they are doing. Show them that you value their opinions, as well as contributions -- that they are important both for their work, and as people. Praise them as often as possible.
Q: What is most important to employee happiness, and how can the employer fulfill on these needs?
A: Ask them what their dream job would be (and what frustrates them now). Ongoing training and development is important - self discovery is the driving force of a healthy career. If you promote personal growth, you maximize their talent and your ability to retain them as employees. Even more important than money, people want to work for a company where the goals of the organization and the well being of the individual are well aligned.
The Jonas Group is the leading executive search firm to the footwear industry. Key strength areas include: Presidents, Directors and VP's of Sales, Sourcing and Product Development, Merchandising, E-Commerce, Stores, and Marketing; as well as their number one forte - Creative / Design talent.