Every day professionals in talent management are faced with new and challenging realities. If we look closely just a few years ago the search to fill a vacant position within an organization, it was a relatively simple activity, which was summarized in these short steps:
- Analysis of the vacant position Publication of the offer in specialized media, web portals and / or newspapers Wait for applicants, which were generally enough to make a good decision.
Clearly that is a thing of the past. To these activities that are included in the personnel selection process, we must now incorporate several extra ingredients, which make the work of the human talent area more complex and which have generated profound and significant changes in all processes. In this space we will address some of these elements, to try to answer the initial question; Is Talent Seduced ?.
Let's get started… What is seduction? According to the RAE we have several alternatives to define this word, here are some of them: to seduce is to persuade someone with tricks (subtlety, sophistry, false argument presented with sharpness) or flattery for something frequently bad. Second option seize or captivate someone's mind. Finally and could not miss seducing is to physically attract someone with the purpose of obtaining a closer relationship with him.
Taking into account the above in the business field, we are not far from what the action of seducing implies. We are in a work environment that invites us to compete, to the challenge of attracting and conquering the best. Every day we face a war for talent, a confrontation that is becoming more emotional every day and has led us to discover new connotations in the company-worker relationship.
For example, having the clarity that currently workers prioritize the value of work as a means of accomplishment and have more information to choose where they want to be, in which company they want to work and have as a premise that their expectations go beyond simplicity of a good salary.
Now the labor ecosystem presents specialized management and measurement models such as Great Place to Work® Institute Colombia, which year after year publishes the best companies to work for in Colombia and Latin America, where there are comparisons, inputs and trends in talent management. In this order, the culture and personality of the companies transcend the physical infrastructure to become strategic communicators of the benefits of being in them.
We also have the introduction of anglicisms in talent management, for example: Employer Branding, Personal Branding, empowerment, very common today in business language. All these expressions lead to an action of conquest, of attraction and why not say they are part of a sophisticated strategy of falling in love.
The art of seduction always involves two main actors, here they are the company and the future worker. In the case of human beings to seduce, in general, we assume typical behaviors characteristic of these rituals that are easy to read in our environment. Nothing different happens in the business field, Employer Branding is a strategy that was born with the genuine interest of communicating to future members of a company, its purpose, its strengths and its value proposition.
The objective is to attract them, like them and become an ally that enables the achievement of dreams, this strategy allows developing a relationship of interest and common purpose, which keeps workers connected to organizational objectives.
Another indispensable tool when talking about Talent Seduction is Social Media. If you are an entrepreneur or worker, it does not matter, you must know and understand minimally what is a virtual community and what is a social network; since it is these tools that have stimulated the attraction of talent. According to the ranking of the world economic forum in which 144 countries are located, on the technological development index, Colombia is positioned in the 66th place and projects a constant trend of improvement, which indicates that day by day users in the web, network users and that is where you as an entrepreneur or as an area of human development, must be to attract the talents that are of interest to you.
It can be concluded then that Talent is effectively seduced and it is a strategy that has been perfected in recent years. Today talking about Employer Brand is something very natural and everyday; It is equally important to have a clear communication strategy in social networks and specialized apps, where current and future employees have access to relevant information from their companies.
The art of seducing Talent will always bring benefits for the company and for the worker. The company is required to be at the forefront in a constant process of innovation, to offer its employees benefits adjusted to their expectations and needs; as a consequence you will have a more productive and stable workforce.
Dear entrepreneur or human resources leader, it is time to be visible, to show the labor market all the competitive advantages of your company, do not hesitate, you must be part of the changes and be present as an excellent alternative for future collaborators!
By :
Mabel Ramon Duarte
Organizational Psychologist, specialist in Human Resources Management and in Labor Law and Industrial Relations. More than 10 years of experience in comprehensive management of human talent, currently an entrepreneur, Project Director at Neek Desarrollo Humano.
(* Source: http: //www.mintic.gov.co/portal/604/w3-article-4425.html)
