Want to Attract Top Talent? Here Are Three Things You Aren’t Doing That You Should Be

Eric Termuende
July 08, 2019

Eric Termuende

Thought Leader on Optimizing Workplace Culture, the Future of Work, and Engagement in the Workplace
Future of Work Technology & Trends Employee Engagement

 

Remember the days we simply checked in and checked out of work? Me neither. With the average American working 47 hours a week, and many working over 50, work isn’t just something we do, it is an indicator of who we are, who we spend our time with, and what problems we are interested in solving. Why then is it 16% of the global workforce is engaged, and only 17% here at home are engaged?

 

If a prospective employee’s first touchpoint with a company isn’t someone who already works there, it is likely the job description (read: skills and requirements checklist) on the career page or job board. This posting is intended to, as aptly named, describe the job. But when the average posting is floating around 500 words, how is it possible for one to understand what life they’re going to be living as a result of the job?

 

To fix this problem, the first thing we need to realize is that a prospective employee isn’t just signing up for a job and to work with our ‘incredible team of highly motivated, driven individuals that are rockstars both in and outside of the office’, they’re signing up for a way of life. When we understand that work and life aren’t ‘balanced’ like it used to be and that we just live life, and work is a part of it.

 

Knowing this, here are three things your new-and-improved job description should include:

 

1. Add video to the job description

It has never been easier than it is today to pull out a smartphone and snap a quick video. If we can show a job seeker what it is like in the office, what environment they’re going to be a part of, and who the members of the team are, the better they’ll be able to identify if your office and team are one they want to be a part of. Who does this well? Check out this video from Zappos – a company that has their culture dialed in for their employees.

 

In the video, consider getting team members to describe what a day in the life is like. How often are they in meetings? How many emails do they get in a day? Where do they go to lunch? What are performance management and feedback like? The more detail the better!

Bonus points: give them a tour of the office!

 

2. Talk about life outside of work, too

 Is work at your company 9-5? 7-7? Or, like Jack Ma from Alibaba endorses, 9-9-6? It isn’t for me to suggest what is best for everyone, but for a job-seeker that may have a young family working at work that wants to prioritize balance, it may be a deal-breaker. In your new job description, be open about the actual hours worked (both in and outside of the office). If there is work that needs to be done at home or on the weekends, no problem! The key here is to manage expectations. One thing I’ve discovered is that disappointment is realized when expectations aren’t met.

When we are proactive about what the hours of work are, and what commitments outside of work hours might be (volunteering, community work, events, etc.) we can truly start to attract the people that aren’t just interested in our team and office (see tip 1), but the life they’re going to be living as well.

 

3. Get past perks and benefits and start talking about the experience

 I haven’t yet met someone who doesn’t like perks and benefits, but when the ping pong table, keg, open office, and dog are advertised to someone who doesn’t play ping pong, is sober, would rather work by themselves, and is allergic to dogs, we know we’ve missed the mark. If in addition to the perks, we talk about leadership, how people are managed, what the company stands for or against, we start to manage expectations earlier. Take Nike for example, when they endorsed Colin Kaepernick they took a stand for who they were and what they were against. Gillette did the same with their ‘best a man can get’ commercial in early 2019. Both are polarizing, which is key in identifying who is going to be aligned with the company, and who isn’t.

 

Want bonus points? Add how many emails the employee would get a day on average, time in meetings, number of people on their team.

 

It isn’t just about the perks of our company (as great as they can be), it is about the experience they have while they’re there. Remember: perks attract talent, experience keeps it.

 

Never before has work been a bigger identifier of who we are than it is today. We’re working more now than we have in decades and technology has blurred the lines of work-life and home-life, creating integration like never before. If we’re going to attract and retain the best people for our company, it is time we started to tell a better story, and actually describe the job, much like the job description suggests.


Eric Termuende is a globally-recognized thought leader, author, and keynote speaker on the future of work and building teams that thrive. Eric has surveyed and interviewed thousands of leaders about what it takes to create teams that maximize their full potential. 

To book Eric for your next event, visit his profile: https://premierespeakers.com/eric_termuende

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Want to Attract Top Talent? Here Are Three Things You Aren’t Doing That You Should Be
Eric Termuende
Eric Termuende
July 08, 2019
Remember the days we simply checked in and checked ...
Want to Attract Top Talent? Here Are Three Things You Aren’t Doing That You Should Be
Remember the days we simply checked in and checked out of work? Me neither. With the average American working47 hours a week, and many working over 50, work isn't just something we do, it is an indicator of who we are, who we spend our time with, and what problems we are interested in solving. Why then is it16% of the global workforc...
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