Assembling Your A-Team
Assembling Your A-Team

Assembling Your A-Team

Remember the good old days in the business world? Companies could cast a wide net, reeling in young and eager talent that grew within the system to devote decades of loyal service. Assembling top talent was a much more direct path, with tried and true principles of success. The variables were few.

Today’s landscape is quite different, and successful companies have to utilize a diverse set of tools to attract the right talent. Foundational shifts in the modern corporate climate make acquiring talent an exercise in corresponding adaptability for employers. Assembling your A-Team calls for innovation in reading the modern world and marketing yourself in an attractive way to potential employees. Here are a few examples to follow.

Lay of the Land – As stated, the days of decades-long loyalty for employees are over. The rise of the gig economy means that many employees consider themselves as ‘brandable’ as the companies they work for. This new workforce, comprised largely of millennials, has expectations of personal attention rather than traditional benefits formerly prized by workers. Potential talent is going to know more about the companies recruiting them than at any time in history, and they want to make an informed decision. Make yours a culture that is attractive to the gig economy mindset, and you’ll be more likely to land the best of them.

Big Data – Just as employees know more about companies, employers and recruiters now have access to a mountain of information about potential hires thanks to social media. Facebook, Twitter, Snapchat, LinkedIn – the litany of outlets is endless. Showcasing your brand and culture through these channels helps in attracting candidates that fit. This information is also invaluable in not only reaching out to a wide variety of talent, but also getting into the mindset of a potential recruit. Experience and judgement have a way of identifying the right (or wrong) recruit.

Think Global – The world is a lot smaller than it used to be, so don’t limit yourself geographically. Rapid advancement in technology means that potential recruits can be ‘in the room’ even when they live thousands of miles away. Onboarding in different markets can also have cost benefits when factoring in competition and cost of living differences.

Beyond the Bonafides – It’s sometimes easy to be enamored with the contents of a resume, only to find out too late that you’re hiring more than just a sheet of paper. Weigh not only the candidate’s credentials but also their emotional IQ. Look at workplace intangibles like social skills, flexibility and drive. An engaged employee with the will to learn and grow can be twice as valuable as someone with a great resume but no ambition. Make no mistake – a resume can show solid educational and experience credentials. Just don’t let yourself overlook the whole picture.

Explore how Paycor's Applicant Tracking Solution can drive the best hiring decisions for your organization, or contact us to start the conversation.


Subscribe to Our Resource Center Digest

Enter your email below to receive a weekly recap of the latest articles from Paycor's Resource Center.

Check your inbox for an email confirming your subscription. Enjoy!

More to Discover

Webinar: Winning the Race for Talent - 2/19/20 @2pm ET

Webinar: Winning the Race for Talent - 2/19/20 @2pm ET

Paycor and HORAN Present Winning the Race for Talent Paycor and HORAN are teaming up to share research developed from thousands of organizations that lead to key pillars and a maturity model to help HR Professionals improve practices. Through the HR Center of Excellence, HR professionals can extend their reach and unlock their potential via professional advice, inspiration and action items that will help them make a difference in their organizations. This webinar will focus on the recruiting pillar and how HR leaders can effectively manage people to positively impact their organizations’ bottom line.Speaker: John Allen John is the Channel Partnership Director for Paycor where he focuses on delivering “Paycor value” to our Agency...

Webinar: March 2020 Web Summit - Soldier to Civilian: An Untapped Resource - 3/4/20 @3pm ET

Webinar: March 2020 Web Summit - Soldier to Civilian: An Untapped Resource - 3/4/20 @3pm ET

Do you know all the skills veterans can bring to the workforce? How about teamwork, performing under pressure and leadership skills just to name a few. In this session we’ll discuss the many reasons why veterans make great candidates for a number of job positions. Speaker: Rob ArndtRob Arndt is the Senior Vice President of Business Development with RecruitMilitary & Bradley-Morris Inc., the Nation’s largest and most effective connection point between smart organizations and the highly sought-after military experienced talent pool.Rob is a 14-year Veteran of the United States Marine Corps, who had served in military campaigns in Kuwait and Iraq before reporting to a duty assignment in Marine Corps Recruitment & Retention that...

Maintaining Recruiting Compliance

Maintaining Recruiting Compliance

Between the Department of Labor (DOL), the Equal Employment Opportunity Commission (EEOC), the Office of Federal Contract Compliance Programs (OFCCP), and the rest of the alphabet soup of government agencies, employers definitely have their hands full when it comes to maintaining compliance over hiring decisions. This situation is especially true for small and medium-sized employers, who can already be stretched thin when it comes to their resources in general. HR teams at these companies are usually small – sometimes only one person. And they’re in charge of every aspect of the company’s people management. It’s easy to see how the added burden of managing recruiting compliance – much less keeping track of and understanding it all – can...

Employer Branding for Recruitment

Employer Branding for Recruitment

Your recruiting team has the opportunity to be a key ambassador of your company’s brand. With the ongoing war for talent, having a strong employer branding strategy is not only a competitive advantage, it’s also a business imperative and a way to improve the overall candidate experience.Here are 5 tips to help ensure your employment brand is on target, giving your company the opportunity to snap up that top talent before your competitors do. Define Your Message The first step is to ensure you actually have a distinct brand message. It should be authentic, clearly representing your company culture and solidifying what your company stands for. Think about companies like Google and Patagonia. Even if you’ve never worked for either company,...