Scrutinizing and analyzing programs, policies, practices and perceptions can go a long way towards achieving alignment, which is in everyone’s best interest: employers and candidates alike.
(PRWEB) September 01, 2016
Kay Linder, who leads the healthcare technology and innovation practice at executive search firm ThinkingAhead, has published a new article with advice for innovation-focused organizations that are struggling to recruit top talent.
Linder’s new article, which is entitled “Recruiting Top Talent: 5 Keys to Getting the Right People on the Bus” and published on LinkedIn Pulse, highlights the fact that while financial considerations are important to today’s highly-demanded recruits, they don’t necessarily make or break the relationship.
“In my direct experience, and in sharing notes over the years with hundreds of hiring managers, HR executives, talent consultants, and other professionals on both sides of the employer/candidate line, there are five things that candidates want that will play a key role in determining whether they sign-up or sign-off,” writes Linder, who since 1998 has been a member of the Healthcare Information and Management Systems Society.
According to Linder, the five influential factors that both inexperienced and experienced recruits strongly desire -- or in some cases flatly demand – include:
- Vision: Understanding the organization’s perspective and direction, and getting a solid sense of where it’s headed in the short, medium and long-term future.
- Communication: Connecting with colleagues and peers in every direction – up, down, laterally and diagonally – and putting information management needs ahead of political considerations and pecking orders.
- Contribution: Having a clear awareness of how their effort translates into the bigger picture – both in terms of team-based goals, and with respect to the organization’s overall strategic aims.
- Feedback: Getting regular feedback through both formal and informal channels so they can make adjustments, proactively resolve issues, identify where they stand in the organization, and take control of their career path.
- Flexibility: Having the ability to wrap work around their life vs. the other way around through options like telecommuting, flex time, and so on.
Concludes Linder: “Employers who check all of these boxes may still find recruiting to be a difficult and costly challenge. My advice in this situation is to take a step back and perform a reality check, because while the effort and intent may be there, the effect and impact are evidently – though not obviously – being blocked. Scrutinizing and analyzing programs, policies, practices and perceptions can go a long way towards achieving alignment, which is in everyone’s best interest: employers and candidates alike!”
As noted, the full text of “Recruiting Top Talent: 5 Keys to Getting the Right People on the Bus” is available on LinkedIn Pulse at: https://www.linkedin.com/pulse/recruiting-top-talent-5-keys-getting-right-people-bus-kay-linder?published=t
For additional information, interview requests and media inquiries, contact Kay Linder at klinder(at)thinkingahead(dot)com.
ThinkingAhead recruits high caliber candidates for a global list of client companies, ranging in size from the INC 500 to Fortune 100, while operating on a contingency, engaged and retained fee basis in the following specialties: Commercial Banking and Commercial Finance, Energy Industry, Healthcare Technology and Innovation, Information Technology & Gaming, Nonprofit, and Pharmaceutical and Medical Device. Unique in the marketplace, ThinkingAhead is an employee owned company with approximately 50 award winning consultants, widely recognized as Subject Matter Experts in their respective specialties. Learn more at http://thinkingahead.com.