How do you attract talent and maintain their enthusiasm?

There is a consensus that employees are the most important factor in the success of any business. Therefore, many companies allocate entire departments with large budgets to attract the best talent who can contribute to developing and raising the company’s performance.

27/6/2024

Posted by: Hawaz

But this process isn’t easy, as HR professionals around the world will tell you. The key question in this process is: How do I attract the right candidates? What factors increase the likelihood of a successful hiring process and a favorable decision for both parties—the candidate and the employer? To answer this question, we must first examine what we know about the human brain’s stimuli, which are the primary influencers of these individuals’ behaviors and decisions.

Globally, many companies face significant difficulty in finding and attracting the talent they need to grow and compete, regardless of the company’s sector or the desired position level. The process of searching for and selecting a specific job remains a series of decision-making processes for both parties.

Every member of the Whoz team brings something unique to the table. Despite our diverse roles, we share common values that drive us toward achieving our vision, empowered by leadership, sustained support from all team members, and a passion that accompanies us in solving challenges to see the Kingdom among the top countries.

Rule 1: Be Accessible
The first step to influencing behavior is to make yourself accessible by avoiding overwhelming lists of candidate requirements that deter many outstanding candidates from applying. This doesn’t mean lowering quality standards, but rather requires a more careful consideration of the required and desirable qualifications. For example, you can group qualifications and requirements into two groups: those that are essential for every candidate, and those that are desirable but are not a reason to exclude candidates.

Rule 2: Determine how you present information. “Framing” is a mental bias that can influence people’s decision-making process. The way information or a job advertisement is framed influences its meaning and, consequently, whether or not a decision is made. Therefore, the choice of words in the job advertisement, and even the wording of the job description, are key factors influencing hiring outcomes. For example, using the phrase “building a team” may not attract candidates to the job compared to another phrase like “building a team.”

Rule Three: Interviews Are Not a Good Place for Creativity Many companies strive for creativity, even in job interviews. Unfortunately, this will not improve the quality of your hiring process. Quite the opposite, because relying on creative questions in the initial stages reduces the objectivity of the assessment and increases the likelihood that the evaluator will be influenced by various mental biases, such as affinity bias, which is the tendency of an individual to favor people with similar traits or opinions. Therefore, job interview questions must be carefully designed and objectively designed to assess the specific skills required by the vacant position. For example, the goal would be to measure managerial and leadership skills if the position is managerial, or technical or artistic skills if the position is technical.

Rule 4: Test, Learn, and Develop Which of the above rules do you think best fits your company’s hiring needs or challenges? In fact, you won’t know the answer to this question until you try it. Testing is the foundation of behavioral economics, especially testing through randomized controlled trials.