Six Basic Talent Acquisition Principles You Must Follow to Start Building a Strong Corporate Culture

Wednesday, 12 June 2024

Attracting and retaining top talent is more critical than ever, especially post-pandemic, where most companies around the world already back into full-speed in terms of business operations.

However, many organizations still overlook the very basic, fundamental principles of talent acquisition, leading to a corporate culture that is disjointed, unproductive, and ultimately detrimental to their success. 

A common issue is hiring managers who can’t make up their minds, often changing job requirements because they are unclear about the type of candidates they need. 

This indecisiveness not only prolongs the hiring process but also creates confusion and inconsistency, further eroding corporate culture and damaging employer branding.

For those hiring managers who perfectly matched the definition I mentioned above, I will give you a clue.

A simple one, as a matter of fact:

The key to building a strong and cohesive corporate culture lies in the meticulous application of the 5W 1H framework when you want to recruit someone: Why, Who, What, When, Where, and How. 

This structured approach not only simplifies the recruitment and selection process but also ensures that every new hire aligns with the company's values and strategic objectives.

Here are the explanations:

WHY We Need This Role?

Understanding the rationale behind the necessity of a role is crucial. This question addresses the core business needs and objectives the position is expected to fulfill. 

For instance:

  • Business Objectives: How does this role align with the company’s strategic goals?
  • Current Gaps: What specific gaps or challenges is the company facing that this role aims to address?
  • Value Addition: How will this role contribute to improving productivity, efficiency, or innovation within the organization?

WHO Will Be in Charge?

Defining the responsible parties ensures accountability and streamlined processes:

  • Hiring Manager: Usually, this is the manager or leader who will oversee the new hire. They understand the team dynamics and specific requirements.
  • HR/Recruitment Team: The Human Resources/Recruitment team will facilitate the recruitment process, from sourcing candidates to initial screenings and coordinating interviews, including interview stages (the fewer the better!).
  • Selection Panel: Often, a panel comprising stakeholders from different departments ensures a holistic evaluation of candidates.

WHAT Are the Ideal Criteria for Suitable Candidates?

Clearly outlining the qualifications and attributes required helps in targeting the right talent:

  • Skills and Experience: Specific technical and soft skills, educational background, and relevant work experience.
  • Cultural Fit: How well the candidate’s values align with the company’s culture.
  • Performance Indicators: Traits and past achievements that indicate the candidate’s potential for success in the role.

WHEN Is the Target to Fill This Open Vacancy?

Setting a timeline is crucial for planning and managing expectations:

  • Urgency: Immediate needs versus long-term planning.
  • Market Conditions: Understanding hiring trends and availability of talent in the market.
  • Project Timelines: Aligning the recruitment process with project or business milestones.

WHERE We Could Find Those Suitable Candidates?

Identifying effective sourcing channels ensures a wider and more qualified candidate pool:

  • Internal Sources: Promotions or transfers within the organization.
  • External Sources: Job boards, professional networks like LinkedIn, recruitment agencies/headhunters, referrals, or industry events.
  • Talent Pools: Building and maintaining a database of potential candidates for future openings.

HOW We Could Attract Those Suitable Candidates?

Crafting an attractive value proposition is key to drawing in top talent:

  • Employer Branding: Promoting a strong and appealing company culture and brand to the public.
  • Compensation and Benefits: Align your budget with realistic expectations. Think of it like this: You might dream of buying a Ferrari, but if your budget only allows for a Suzuki, it's essential to adjust your goals accordingly. It's basically the same thing when you want to recruit suitable candidates with limited budget.
  • Growth Opportunities: Highlighting career advancement and development opportunities.
  • Engagement Strategies: Utilizing social media, employee testimonials, and targeted outreach to engage potential candidates.

Integration in the Recruitment Process

Using the 5W 1H framework in your hiring process can really make a difference. 

I know it's a very simple one.

But this simple framework helps you think through every part of recruiting, from figuring out why you need a new role to finding and how to attract the right candidates. 

This structured approach ensures you cover all bases, aligning each step with your company’s goals and culture. 

The expected result?

Smarter hiring decisions, better employee fit, and improved retention because solid recruitment process directly correlated with a great company culture. 

It’s about making sure you’re not just filling a position, but finding the right person for your team who can contribute to your company's success in the future.