Connecting the DOTS & Decoding the Mediating Effect of a Talent Scouting Brand

[Srinivas - The Talent Search Authority]

In the Service Industry, one too many have spoken about "Trust" in the lines of "Building Trust with your Client" to be successful.
Another concept right out of the Vault is "Customer is God" and "Customer is always Right even when Wrong".
Now, this is all Good, and we understand, it is with the best of intentions. But it is important not to Blindly give into these cliché Quotes.

In the present day, a good crop of Millennials think differently, ask more questions & are not afraid to take stands.
With Time, things have taken a different turn and with that Perceptions & Ideologies of people have changed too, for the better.

Be it the "Client" or the "Service Provider", it is made up of "Human beings", who come with their unique - Thought process, emotions, perceived perceptions, expectations, engagement styles, stressors, energizers, motivators.
While there can be a bunch of "Success stories" along the way, we must know that either of the parties are not immune to "Mistakes".
And, many a time it happens because people "Assume" and "Don't ask the Right Questions".
On a lighter note, we all know the meaning of "Assume".

And that is the reason why people who interact with External Stakeholders whom i would like to refer to as the "Torch bearers" should not limit themselves to "Transactions" but to think & act outside of it as-well. I am referring to the Important concept of "Stakeholder Engagement". Research shows that an effective "Stakeholder Engagement" strategy (much like "Candidate Engagement") can alone account for 15 to 20% additional Revenue to the Organization and that is being conservative.

There is a need to Flip the Thought process a wee bit from the Legacy way. It is important to effectively deal and handle the "Hiring Managers" within the boundaries and limitations. The relationship with Hiring Managers is one of the most critical factors affecting the success of an organization's Talent Acquisition efforts apart from the Productivity and Quality of work done by recruiters. Both factors are equally important.

"It is important to get into the Skin of the Requirement Specifications and to also understand the finer aspects that are not explicitly mentioned in Job Description. Added to this, a little bit of Research coupled with a well formulated Search criteria will go a long way towards Quickly identifying and zoom in directly to the Ideal Talent pool base without further adieu".

The "Torch Bearers" need to make a deposit in the 'relationship piggy bank' especially with the difficult Hiring Managers, where we have to go a little farther "to get them to see the world through our eyes" and "also use those moments to see the world through their eyes as well". It's easy to complain about the hiring managers who are difficult, but they are also complaining that their Recruiting Partners just doesn't get it. Therefore. this is a great opportunity to bridge that gap and important to realize that the engagement is much more than "Transactions".

AI ML & Automation is the future of Recruitment. Though, not all aspects of Recruitment can be Automated, the mundane and repeated tasks don't need Human intervention. What the Machines cannot replace (at least for now) is the Human Brain. Having said that, it is high time that people Up-Skill their knowledge and learn new ways of doing things which would save Time, Cost, increase Productivity and Revenue. It is important for any Working Professional these days to be a little Tech Savvy to set them apart from the Masses.

Because if we don't up-skill our capabilities we will soon become, Dinosaurs.

Long Story short ...

Focus on Building your Brand, whether it is your Individual Brand or a Company Brand.
You can do that without much fuss, if your capability stands out in a Crowd, which results in immediate Gratification & Market Competitive advantage so much so that you create an Unfair Market Monopoly & a Disruptive Edge over your Competitors. All you need is a little of "Selling", "Word of Mouth", Social Media Digital Marketing to advance your Business Reach to the Next level as the rest speaks for the work that you have done.

There is a Mediating effect between "Client Satisfaction", our "Relationship with them", our "Service Level Performance" which is directly proportional to our "Brand loyalty" in the minds of our Clients.

A company can create, build and effectively manage its "Brand Loyalty" through "Customer Satisfaction" and by increasing "Product/Service level performance". Social Media plays a big role in spreading the word once you have a certain amount of recognition.

As Richard Branson famously said -
"Train people well enough so they can leave, treat them well enough so they don't want to".

To create one of the Most Talented Niche Brands, we must believe in the idea of enriching the knowledge base of Employees and to Transform the Institution to become a place of Better Value for both, Core Employees & our Customers. This enables Employees to be Future ready to be able to do greater things in this era of a Virtual Workplace. This form of giving, sharing, will come back to us one day, in some form or the other. And when it does, it is hugely satisfying to be remembered for a Noble cause, or for an act of making an uplifting difference, in people's professional careers rather than being known as a Ring Master or a Postman of sorts and being forgotten once your Tribe's fortunes change for the better.

Though Revenue & Client Satisfaction are the Top Business Outcomes which any Firm would aspire for, "Organizations, instead of directly focusing on working really hard to Serving their Clients well and making sure that we are in their Good Books" need to have a closer sneak peak into the Factors that determine them, the People, re-visit strategies, process alignments, etc.,

"Organizations are better off looking inwardly and focusing on their Employees, nurture their Job skills, enrich their knowledge base and provide them with the necessary Ammunition, Basic Motivation and Drive, that they need whilst giving them the opportunity and space to perform at the peak of their capabilities at all times".

Revenue Generation, Per Person Productivity, Client Satisfaction and Business Profitability are all Organic By Products, which by default will be taken care off, more often than not, if the aforesaid is practiced.

There is an African saying - "They are, because we are".

Simply put - "There will be Organic Brand Identity in the eyes of our Clients", if there is "Employer Brand Loyalty strongly embedded in the Employees of the Organization that is providing the Services".

Because, "Real Brand Loyalty always stems from within the Organization before it can branch out and touch the lives of External Stakeholders or Clients".
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(The above content is an Original)
An Article from the Talent Search Authority
A Talent Acquisition Thought Leader with a Technology bent of mind ...