Much has been written over the years in the mainstream media and industry press about “the war for talent.” Employment statistics, vacancy rates, salary and benefit comparisons, and market analyses all paint a picture of an ever-changing and dynamic labor market. Recruiters and business leaders know that, regardless of the vagaries of specific industries or the broader labor market, the one enduring truth is that every company wants to hire the best talent for an open role. Whether an organization is growing rapidly or only seeking to fill one or two key openings, the challenges—and the opportunities—remain the same.

To “win the talent war,” there are some widely applicable principles to keep in mind: engaging attractive applicants in a meaningful, mutually beneficial, transparent and insightful interview process is the step to a successful talent acquisition program—a program that will fuel your company’s growth and overall talent objectives. Across industries, culture, clarity in business strategy and role, and competitive compensation (total rewards) packages are key factors in attracting top talent at every level.

An authentic culture and mission should shine through in every conversation

Successful companies demonstrate a consistent, authentic commitment to an inspiring culture—an engaging, authentic, collaborative workplace with talented and supportive colleagues; a leadership team that effectively communicates a compelling vision and supports employees in the pursuit of individual and team goals; a commitment to employee development; and a clear and motivating path for career advancement.

The interview process must convey the culture of the company and the institutional commitment—the people, processes and policies—to maintaining and nurturing that culture. Potential employees should understand clearly that an inspiring culture is a foundational element of business strategy. Strong candidates likely have alternatives to choose from, and interviewers should remember that the interview is a two-way street. Just as the company’s representatives are gauging the candidate’s capabilities and fit, the candidate is developing an opinion on whether the company will advance his or her personal and career objectives. Smart employers prioritize a strong culture from the start, and this commitment comes through naturally in every step of the interview process.

Clarity and context of role in recruiting

Establishing a firm understanding of the importance of culture is a foundational element in successful recruiting, and effectively selling the culture opens the candidate’s mind to key next-level considerations, such as the specific requirements of the role and its context in the broader business. Beyond simple job descriptions, high-value candidates want to know the challenges the business is facing, the strengths and weaknesses of the team and the goals and objectives ahead. Essentially, “What problem are we trying to solve, and what resources are available to solve it?”

Further, candidates want to understand the context and impact of the role. Recruiters must be ready to answer, “How do my efforts contribute to the broader mission of the company?” Expectations of individual impact, visibility, proximity to the customer and level of autonomy are often determinants of role satisfaction. Finally, with the importance of culture already made clear, the answer to, “How will I contribute to and influence the culture of the company?” should be clear to the candidate.

These are just a few examples of how clarity of role expectations and the context in which the role operates can bring the opportunity alive for top candidates.

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