There seems to be a major shortage of top-tier talent these days.
Whether we’re talking about graphic designers, copywriters, or web developers, so many companies, recruiters, and HR department heads are complaining about how difficult it is to find – and hire – good people.
Granted, the events of the past two years have drastically changed the nature of work as we know it, and The Great Resignation has yet to slow down.
But the question still remains: where are all the high-level talents?
As it turns out, there is a simple answer to this question. And with it, some insight as to why your recruitment efforts haven’t been so successful recently.
The “Talent Tower” Assumption
It’s a common scenario. A company advertises a job opening via social media, an online job platform, or even through old-fashioned print. A sizable percentage of the population sees the ad and an even smaller number will apply for it.
Now, the trouble is that top-level talent will not be part of that number. It’s also highly unlikely that they’ll see the ad.
Why?
Think about it. If someone is so talented and amazing, wouldn’t they be employed elsewhere already? And happily at that?
Sure, it’s possible for top talent to change jobs or transfer companies at some point in their career. But when they do, they usually have the next job or company lined up already. So, yeah, even the ones in this stage still aren’t likely to see your job posting – let alone apply for it.
So, what does all this have to do with the “Talent Tower?” Well, imagine your current pool of candidates as a tower with, say 10 floors. Each floor represents a ranking based on skill, competency, and experience.
Given the scenario we just discussed, chances are that your talent tower only goes up to 5, 6 at the most. Because the high-level candidates are employed elsewhere or are already transitioning to a different job at a different company, the top floors are probably missing.
How It Can Wreak Havoc On Your Company
What are the consequences of the “talent tower” assumption? In the absence of high-quality leads, the recruiter’s perception gets skewed.
In a sea of level-5 talents, so to speak, a level 6 will appear to be a level 7 or 8 hire. This discrepancy reveals itself not long after the new hire joins the company – with their performance likely falling significantly below the standard.
Left unchecked, this dangerous assumption can seriously dilute the talent in your company and possibly drive your key people to seek better opportunities elsewhere.
How? Well, imagine if you get an influx of level-4 hires and they get the same compensation and benefits as your level-8 in-house staff. They probably won’t be happy about that and will tell their friends and contemporaries to steer clear of your company.
However, the lower-level hires will be overjoyed and will be referring people from their networks for future openings. Thus, a level-4 talent eventually becomes the new normal at the workplace.
How to Bypass The Talent Tower
Fortunately, there are ways to avoid this. You just need to make some significant adjustments.
First, never assume that the candidates applying for your opening are the best in their field. Don’t base your standards on the ones applying for the job. Rather, identify the high performers who are already in your company and use their common qualities to create your hiring criteria.
Secondly, make recruiting an ongoing habit. Actively seek out high-level candidates – yes, even those who are already employed – and stay on their radar. Comment or react to their LinkedIn posts, greet them during holidays, update them on how your company is doing, etc.
This way, your company will be at the forefront of their minds once they’re ready to make that leap.
Lastly, if you can, seek the help of experts who are already doing that.
Remote Staff, for instance, constantly seeks out top Filipino remote talent for various roles. Thanks to our rich talent pool, we’ve been able to match AU SME’s like you with the right talent for 14 years and counting. And you can bet that our talent tower isn’t missing any floors.
Call us today or schedule a call back to get started.
Serena has been working remotely and writing content for the better part of the last decade. To date, she's written for Pepper.ph and Mabuhay Magazine, among others, and has churned out more than a thousand articles on everything from The Basics of Stock Market Investing to How to Make Milk Tea-Flavored Taho at home.
