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Why You’re Losing The War For Talent (and how to fix it!) As the job market continues to improve we will inevitably begin to hear again about the War for Talent. Utilising my extensive experience in identifying and placing candidates I can help you successfully stay ahead of your competitors. Don’t Fight – It’s worth noting that not needing to go to war for talent is by far the best strategy. Ensuring your current team are happy, well trained, supported, rewarded and on board with their mission will negate the requirement for you to have to go to battle in the first place. Learn from previous skirmishes – What learning is there to be had from your previous engagement? All things change – Technology, benefits, landscape, pace. Looking to hire candidates by offering longevity in a role will not appeal to candidates looking to build their own career ladder. Expecting candidates to undertake an onerous application process when your enemy is reaching out to them directly is putting you at a disadvantage. Know the terrain – Have you undertaken reconnaissance of the terrain? How does your offering compare to the wider market? Are you competitive on Salary or Incentives? Have your competitors reduced sales targets in order to focus on customer satisfaction? Do you have, as a leader (or organisation), an image problem? Take every opportunity you have to understand what your competitors are doing. Keep in touch with potential candidates, take them for coffee, listen to them. Their insight will provide valuable ammunition in preparing your strategy. Stealth – You might not wish to openly fight your war for talent. For example, you might not wish your current team to be aware of your search or you may not have immediate approval to identify talent. In these instances, you might…

Profile, Profile, Profile…. We are often asked to comment or make recommendations regarding a candidates LinkedIn profile. Often, a LinkedIn profile is an afterthought rather than a significant tool in developing careers. Let’s think of a profile as an introduction to yourself, and potentially your next role (for both active and passive job seekers). On its own LinkedIn will not secure a new position but a carefully crafted profile can be the doorway to securing an interview. Here Are My Tips for a Great LinkedIn Profile: PHOTO Add a professional photo, it helps the viewer form an initial connection with you; but a profile without a photo looks unfinished.  CONTACT DETAILS You’ve clicked on the button advising that you’re open to new career opportunities however you need to be contactable. Have you provided the details for somebody to reach you? It is far better for somebody to be able to call or email you immediately regarding an opportunity. Remember, it’s not always the strongest candidate that secures a role but often the best candidate available at any given time. Be mindful of the contact detail you’ve provided too. Do you really want to be contacted via a work phone/email address? CONSISTENCY This is key to your success! Your LinkedIn profile needs to accurately reflect your CV. Hiring companies will regularly check your LinkedIn profile to form a clearer picture of you. Your dates of employment, education and job titles must be consistent with your CV. Any discrepancies will raise questions that you might not get the opportunity to answer. RELEVANCY Are you using terms relevant to the industry in which you work? I regularly review profiles where a candidate might refer to themselves as a ‘Junior Vice President.’ Wherein most cases the role would be a Relationship Manager. Ensure your…