“Having a personality of caring about people is important. You can’t be a good leader unless you generally like people. That is how you bring out the best in them.” – Richard Branson
It may be a ‘candidate strong’ market right now, but that does not necessarily mean there are quality candidates waiting in the wings eager to put their hand up for any new opportunity. High quality candidates know what is important to them and as a result are either engaged quickly or they decide to stay where they are. So how do you attract them to YOUR business?
According to recent reports, over 60 per cent of candidates consider company reputation to be an important factor when deciding between jobs. Moreover, 55 per cent will consider the opportunity to work with a company that offers them the opportunity to share and expand their knowledge and skills in a supportive and empowering environment.
Top leaders are attracted to companies that offer more than personal advancement; these leaders are especially keen to access autonomy, freedom and support that they may not find elsewhere.
One of the first questions we ask clients when we first meet is “Why should I work for your company?” You would think they would have an answer ready. Well, not necessarily so.
Establishing a reputation for being a company that fosters a culture of staff retention, advancement and knowledge is a very important aspect of any successful business. Just look at Richard Branson. Virgin is all about the people.
“One of the key elements of what has become known as ‘the Virgin way’ is giving our people the autonomy, freedom, support and a highly flexible (in everything except quality) brand image that gives them the tools to go out and make amazing things happen. It is this passion-fed formula that has allowed the Virgin Group to launch hundreds of new Virgin companies in scores of very diverse businesses, and I have no doubt that it will continue to do so for many years to come.” – Richard Branson, Passionate Leadership
In short, employers need to establish themselves as leaders to attract leaders. So where do you start?
Attracting top leaders to your business
Build a strong employer brand: share your story, your business’s wins, and the people who make your business what it is. Showcase your team’s achievements on your website and your social media channels!
Offer autonomy and flexibility: Leaders need room to lead. You will attract top talent by trusting people to do the work you have hired them to do. Give new leaders the space to make decisions and shape their roles, and focus on outcomes and impact rather than micromanaging the day-to-day.
Foster a culture of growth and knowledge-sharing: Remember, more than half of candidates value the chance to expand their skills in a supportive environment. Your best bet for attracting strong leaders is to make ongoing learning a part of your business.
Communicate your values and vision clearly: Leaders are drawn to a sense of purpose. Be ready to answer that important question: “Why should I work for your company?” Define your values and live them. Show how each role contributes to the bigger picture.
Attracting top leaders comes down to becoming a business worth joining. Clarify your values, strengthen your employer brand, and continue to create a workplace where great people want to stay and grow.
Eva Grabner
Managing Director
Elite Executive Pty Ltd
www.eliteexecutive.com.au
Cairns | Brisbane | Darwin | Townsville
Eva has amassed over 17 years of experience in the executive and professional recruitment industry and is the sole proprietor of Elite Executive, a thriving executive recruitment firm based in Queensland. As a highly professional and driven Managing Director and Principal Recruiter, she brings a wealth of recruitment expertise across a diverse range of industries. Her background also includes executive leadership and senior management roles on a global scale, showcasing her robust operational acumen.
