Top 5 Ways to Attract New Generation Talent

On my last article, I discussed the Top Five Attributes you need to look for in Next Generation leaders. This week I will talk about the 5 ways to attract new generation talent to your company.

In 1998, after a year-long study on the subject, McKinsey researchers declared that a “war for talent” was underway. In the years ahead, they said, organizations’ future success would depend on how well they could attract, develop, and retain talented employees–an ever more valuable asset in ever-higher demand. Although 1998 seems like a long time ago, this statement holds true in 2018. Although 1998 seems like a long time ago, this statement holds true in 2018.

So how can you win this war for talent? How can your company attract Top Performers?

Here are the top 5 ways I believe you can use to attract new generation talent to your company:

Provide stronger development opportunities: If you want to grow your business faster, you have to focus on developing your leadership. Growth opportunities are essential to attract and retain today’s best talent, and they are critical for establishing leadership lines. Global business leaders prioritize development opportunities as the top attraction and retention objective across all sectors.
Build diverse and inclusive leadership: There is increasing evidence that diverse teams produce better results. They perform better financially, gain a competitive edge when recruiting top talent, experience less employee turnover, and offer greater benefits. Without leaders who reflect diversity of different communities, some companies may not be developing solutions that effectively address the needs of the communities they’re working for.
Build a mission-driven culture: Building a mission-driven culture is ranked in many global surveys as the third top way organizations can attract new talent. In order to do it, organizations will have to speak their language but also demonstrate with actions how they are exuding those values. A mission-driven culture not only embraces the company mission statement, but it also reinforces it in every decision made – from organizational strategy through to hiring and firing.

But what are they looking for?

New Generation Talent is looking for a sense of purpose. If the company’s leaders aren’t clearly and consistently communicating the company mission, it’s likely it won’t catch on to those who follow. Managers at every level must be able to sell their internal team on the mission, and each employee should have an in-depth understanding.

It is all too easy for employees to lose sight of why they come to work every day, or how they actually contribute. Not only does reiterating the company mission cause it to forever stick in the minds of those internally, but it also answers the “why” of the employee’s workday in and day out.

Assess internal talent and provide meaningful coaching: You can benefit from structured coaching. Your internal talent will need to learn how to coach and mentor next-generation talents in order to build an effective talent pipeline and seize the unique qualities of Gen X and Millennials. Next Generation talent values and appreciates coaching and development opportunities, so a formal coaching strategy not only prepares Next Gen leaders for the C-suite, but it also strengthens retention.
Focus on innovation: Innovation goes beyond being updated and having the latest technology; it is a way of thinking and driving-culture. When looking forward to innovating you have to be cautious, but also optimistic about new opportunities. Companies are looking for signals and intelligence that can help guide them through the uncertainty and identify new competitive advantages and new talent are looking forward to helping you find these opportunities.

Business leaders need to understand the big picture behind the current business environment and how it will fundamentally redefine how their organizations operate tomorrow and the talent they will need to compete and drive innovation.

About Alder Koten

Alder Koten helps shape organizations through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. The firm was founded in 2011 and currently includes 6 partners and over 28 consultants in 4 cities. The firm’s headquarters are located in Houston and it has offices in Guadalajara, Monterrey, and Mexico City with partner firms in New York, Boston, Chicago, Australia, Belgium, Brazil, Canada, Chile, China, Denmark, Finland, France, Hong Kong, Italy, Germany, Netherlands, New Zealand, Norway, Poland, Russia, Spain, Sweden, Switzerland, Turkey, and United Kingdom.

We know where to find the executives you need and how to attract top talent to your organization. Our approach to executive search is based on a thorough understanding of the strategic, cultural, financial and operational issues our clients face. Our executive search engagements are targeted and focused on the specific requirements of the position including industry and functional experience, skills, competencies, cultural fit, and leadership style. The process is rigorous. We take a disciplined and structured approach to identify potential candidates that meet the position requirements including subject-matter, functional and regional expertise.

We use our high-level professional networks, industry knowledge, and internal research resources to achieve results in every executive search engagement

For more information on our services, please contact us at https://alderkoten.com/en-us/contact/

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At Alder Koten, we help shape organizations through a combination of talent market analytics, executive search, cultural & leadership assessment, and other talent advisory services.