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The frailty that companies suffer when trying to attract talent is the inability to make people fall in love with their propositions. according to Carme Castro, CEO Kaynova and business coach, Talent attraction is directly influenced by three critical elements: Company purposehe Presentation of a professional project For the worker and Economic and emotional pay.
Highlighting the importance of the business venture, Cainova notes that 90% of SMEs lack an attractive value proposition that motivates professionals to join the company; A project that allows you to develop your talent, skills and knowledge within the organization.
On the other hand, it is also influenced by the fact that currently things have turned around, and if previously it was companies that selected workers, now it is professionals who choose which companies they want to join, giving a new twist to the traditional selection method.
For Cainova, these factors will be behind statistics such as those provided by Adecco, according to which eight out of ten companies (80%) admit to having difficulties finding the workers they are looking for.
Make your company a magnet for attracting talent. Two basic guidelines
To address this problem, Cainova proposes two basic guiding principles:
- Define purpose. Clearly define the company's mission and vision.
- Define the project. Presenting a project to professionals that allows them to develop their talents, skills and knowledge within the organization.
Times change and companies must be able to adapt to the new business context. Therefore, the solution is to shift the company towards a talent-centric model, focusing on offering each professional a project that encourages the development of their skills. In this sense, Kaynova talks about building a liquid company. A business model that builds company value and differentiation around talent development.
“A professional who finds an environment conducive to his development and obtains recognition in both economic and emotional terms will generally not look for new opportunities elsewhere to carry out his career, because he will be enthusiastic about the project in which he will participate,” adds Carmen Castro.
In a liquid company, the difference is in the system and structure that allows candidates to visualize their development and the real space for their talent to grow.
An organizational structure that seeks to “make the professional fall in love”
The Kaynova Methodology, known as the K180® Method, enables companies to articulate an organizational structure that aspires to recreate the ideal connection between the professional and the business project they will join. “A business model that creates the context to offer, among other things, a professional project for the worker is good, because it is centered around the development and expression of talent,” adds Castro.
Thus, this business model makes it possible for each individual to create a connection with a purpose or goal through their own talent and identity. It provides anyone with the opportunity to grow. And do it with what your talent truly provides the most value. “People are looking for more than just a paying job. Especially if they're qualified. Give it to him and you'll get all the talent you need.
“Beer enthusiast. Subtly charming alcohol junkie. Wannabe internet buff. Typical pop culture lover.”
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