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Pry Top Talent Away from the Competition

The most skilled workers are often not seeking a new job.

Many human resources professionals and hiring managers' main goal is to find the most talented employees. However, it's often difficult to seek out these skilled workers if they are not actively looking a new job. With the current skills gap impacting many organizations, it is becoming an even greater challenge to find the best possible candidate for certain positions.

A recent study conducted by integrated corporate recruitment advisory firm The Novo Group found the top talent is often working for the competition, and it is up to businesses to pry them away from their current roles. Reaching out to the employed candidates who are not seeking work and others who are not submitting their resumes to employers are some of the main challenges professional recruiters are facing as they are try to address the skills gap and acquire the most talented employees.

"With corporate America leaner than ever, employed candidates are crunched for time," said Cindy Lu, CEO of The Novo Group. "The reason many of them fall into the category of 'passive' candidate is that they just don't have the time to actively pursue a career move. To connect with these candidates, recruiters need to not only pay attention to where passive candidates spend time in their search but they also need adequate time for sourcing proactively."

Businesses Have to Focus Time on Finding Talented Staff
While hiring managers may be receiving resumes and interviewing candidates for their open positions, they are often finding that they may be looking in the wrong places. The research revealed 55 percent of the candidate pool is employed and not actively looking for a job, while only 9 percent of respondents said they were happy with their job. Companies need to place a higher priority on getting the most skilled staff on their team. 

According to the survey, 90 percent of business executives said their top challenge was finding qualified talent, but it ranks behind succession planning and employee retention in company's talent management priorities. Only 25 percent of respondents said their firms are tracking the quality of the professionals they bring in to the business, while 30 percent said they are not gathering any metrics to learn about their recruiting efforts. 

"A disconnect between priorities and concerns can cause a company to misalign resources and time," said Lu. "Ultimately causing companies to miss out on the one thing it needs most to succeed – top talent."

Don't Let Skilled Staff Members Leave
The previously mentioned skills gap is affecting many organizations throughout the country, and it is demonstrating to businesses that they cannot afford to lose their great employees. A recent article for Forbes discussed how top talent is not simply replaceable, and companies must do all they can to hang on to their skilled workers who are truly an asset to their firms.

"Business leaders who adopt the attitude that anyone is replaceable, thinking they can simply hire someone with a greater skill set or someone with a more prestigious pedigree, are fooling themselves," said the article. "When a company has a truly great employee, that employee carries value that simply cannot be replaced."

Not only can losing top talent force the organization to look for someone else who can fill their role, but it also causes other staff members to start thinking about why they left the company, according to Forbes. Holding on to the most skilled workers will influence other employees to stick around while, at the same time, helping the company save money on costly onboarding and training initiatives.