Summary Of The Book Talent Magnetism
What exactly is it about?
Author Roberta Chinsky Matuson discusses how to transform your workplace into a magnet for outstanding talent in her book Talent Magnetism. By analyzing how expanding technology and a new generation of workers have revolutionized companies in the twenty-first century, the book offers practical advice on establishing a strategy to stay ahead of the competition.
Author information:
Roberta Chinsky Matuson is the president of Matuson Consulting and a Fast Company and Forbes expert blogger. She has provided talent recruitment and company growth advice to Best Buy, Monster, and Staples.
Accept the new talent generation:
Today’s CEOs and senior executives have a difficult time recruiting excellent people. Because so many individuals are looking for work, you might believe that there is at least a respectable amount of exceptional talent available. That is not the case, however. Many roles in many firms remain unfilled because the talents people have are not the skills the company requires.
Because workers struggle to keep up with any technological breakthrough or change, there aren’t enough people filling the essential chairs in the office. This is a compelling argument for businesses to invest in initiatives that secure the recruitment of qualified staff.
According to statistics, up to 1.4 million IT jobs will become available in the United States in 2018, but only 400,000 college students will be able to fill them.
To address this issue, several successful companies, such as NeuStar, planned to invest in a technological, informational, and digital media center for young adults.
Another suggestion for attracting talent is to participate in a local university program that will support your company and encourage undergraduates to desire to work there after graduation.
Keep in mind that enticing employees isn’t the only priority; you’ll also need to learn about the needs of the next generation’s skills and what they’ll expect from you in the big and little picture, which you’ll learn about in the next section.
Determine the difference between hiring and enticing employees. Make your business stand out!
Both the employee and the company must be attracted to one another in order for the connection to grow. In the same way that a potential employee should be irresistible to the company, the company should be irresistible to him.
For starters, in any company, employee recognition and rewards are critical. Even the tiniest expression of gratitude from their managers is appreciated. To honor his employees for their hard work, Linkedin’s CEO offered each of them an iPad. The news quickly spread across the company, with staff gushing about how amazing their careers are. This resulted in a Linkedin recruiting advertising unlike any other.
Similar methods make a company desirable to any job seeker. It also does not necessitate a large budget. Employees can appreciate a short break or breakfast just as much. No matter how tiny, modest offerings go a long way.
Make your organization a magnet for the top skills by standing out from the crowd, in addition to valuing your personnel. Make sure that those eager for challenges and professional progress are drawn to your business, not just those trying to pay the bills.
Maybe you also want to read: Summary of the book Finding Your Element
Reevaluate and shine a spotlight on the magnetism your company already possesses:
It doesn’t matter if your firm is the best and most innovative in the industry if no one knows about it. Because the image is crucial in business, ensuring that people have a favorable impression of your firm should be a top priority. To do so, you should first focus on your employment brand, or how current and former employees perceive your organization.
You must find the answers to the following questions in order to build a powerful employment brand that attracts diligent workers:
