“Oh, and remember, next Friday is Hawaiian shirt day. So, you know, if you want to, go ahead and wear a Hawaiian shirt and jeans.”
~Bill Lumbergh, Office Space
Do you really want to hire the best RA/QA employees? Are you looking for talented RA/QA candidates? Casual Friday isn’t gonna cut it. Recruiting RA talent isn’t always easy.
After years of pitching opportunities to some of the best candidates in the Regulatory & Quality space, I’ve found that recruiting RA talent is a lot like sales and marketing…
if you want the best clients at the best price, you need a strong Customer Value Proposition…
Every successful company has one. You cannot sell without it.
I’ve spent years honing mine, but let’s not talk about me. 😉
But even more important than customers is your people.
Not the average performers. I’m talking the top 15%. The quantifiable top 15%. The heart and soul of your company.
The people who, if one walked into your office late on a Friday afternoon with a resignation letter in hand, would send you catatonic shock.
Empirically, we know that companies who have the ability to recruit the best talent dominate their competition. every…single…time. There’s simply no other variable that even comes close to it’s importance.
So, we know that recruiting RA talent in the marketplace is vital to the success of your company, and to your own career. Because of this, doesn’t it stand to reason that an Employer Value Proposition (EVP) used to summarize why Elite RA/QA Talent should work for you is vital?
This is particularly true if you look at the potential costs of mis-hires (up to 13 times the cost of annual salary according to Topgrading’s Brad Smart)).
If your EVP stinks, you won’t be able to attract Elite Talent to begin with. You’ll be attracting those candidates who aren’t as in demand and picking the best from what’s available is a far cry from picking the best, period.
This is exacerbated by the current state of the employment market. Unemployment is at a 50-year record low. The top RA/QA candidates’ phones are ringing off the hook with opportunity after opportunity after opportunity.
The rise of LinkedIn has made every employee easily accessible and even offers up job postings right in their newsfeed.
There’s even a greater chance that someone on your team has been presented with an opportunity to interview with a competing organization. Today.
The competition for recruiting RA talent is that fierce.
While HR is typically the owners of the employer branding strategy of a company, as with all things recruiting, the buck should stop with senior management. It really starts with the CEO and should filter down from the top.
Oftentimes, however, there may not be an EVP in place, or if there is one, it’s a generic proposition meant to be all things to all candidates. And why is this? I believe it’s a product of an ineffective hiring process by companies who are not used to recruiting RA talent and competing for top talent.
Elite Talent don’t give a rip about Hawaiian shirt Friday.
They want challenge. Action. Growth. Passion…
Start thinking about recruiting RA talent like you would your most valued customers. Give them (the RA/QA Elite) what they want.
Or you’ll never hire them…