Are you struggling to find the right people for your shared services team?
If you’re nodding your head or feeling a pang of frustration, let’s break this down.
Talent in shared services isn’t just about filling seats. It’s about finding the right fit, engaging the team, and building a powerhouse that can tackle anything thrown its way. And trust me, I’ve been in the trenches long enough to see how this plays out.
As we gear up for 2025, the approach needs to shift. Gone are the days of merely posting a job ad and hoping for the best. You need a plan, a strategy that will attract the kind of talent that will elevate your shared services to new heights.
Understanding What Top Talent Looks Like
First things first. What does “top talent” even mean in the context of shared services? Let’s break that down.
- Skills and Experience: Look for candidates who understand the ins and outs of shared services transformation, process optimization, and innovation.
- Culture Fit: They should resonate with your company culture. This is crucial. A great candidate who doesn’t fit your vibe can drag down the rest of the team.
- Adaptability: The shared services landscape is evolving faster than ever. Candidates need to demonstrate a knack for adaptability and agility.
Focus on these three traits right from the get-go, and you’ll have a solid foundation.
Creating a Compelling Employer Brand
Now, let’s talk about your brand. How does your company come across to potential hires?
Establishing an employer brand is essential. This isn’t just about flashy marketing; it’s about genuine representation of what it’s like to work here.
Here’s how you can create that compelling brand:
- Showcase Success Stories: Share case studies or stories from your team. Celebrate their victories and highlight the impact they have made.
- Be Transparent: Set clear expectations during the hiring process. Lay down what makes your company tick.
- Empower Your Employees: Encourage your team to be brand ambassadors. Happy employees often lead to better referrals, which is gold in this industry.
Building a Unique Value Proposition
When candidates are looking for positions, they’re not just searching for salary figures or job titles. They want to know what they’ll gain from working with you.
Your Unique Value Proposition (UVP) should encompass:
- Growth and Learning: Highlight opportunities for professional development and training. If you’re not investing in your people, why would they invest their time with you?
- Employee Wellbeing: Offer flexibility and promote a work-life balance. Today’s workforce is keen on environments that respect personal time.
- Innovation: Best talent wants to work where groundbreaking ideas are encouraged. Show them you’re not just keeping up; you’re leading the charge.
Leveraging Employee Networks for Recruiting
Your current employees are your best advocates. Use their networks to level up your recruitment strategy.
- Encourage Referrals: Create a referral program that rewards employees for bringing in qualified candidates. Word-of-mouth can be way more effective than traditional ads.
- Networking Events: Host industry meetups or informal social events. Make it not just about hiring, but about connecting and sharing ideas.
Utilizing Technology for Recruitment
Let’s get real. Technology is a game-changer in recruitment.
This isn’t just about fancy software; it’s about streamlining the hiring process to attract the best talent.
- Applicant Tracking Systems: Invest in smart ATS that can handle not just applications but also help in screening candidates effectively.
- Social Media: Leverage platforms like LinkedIn to showcase your workplace culture. Share posts featuring team outings, successes, and employee testimonials.
- AI-Powered Tools: Use AI to identify potential candidates who might be a good fit based on their experiences and skills.
Tailoring the Candidate Experience
Engagement doesn’t stop once a candidate applies. The entire journey must feel like a two-way street.
Here’s how to enhance that experience:
- First Impressions Matter: Have a smooth application process. Forget unnecessary hurdles. Candidates are assessing you, too!
- Follow Up Promptly: Whether a candidate is moving forward or not, timely communication shows respect and sets the tone for your brand.
- Feedback Loop: After interviews, provide constructive feedback. It not only improves your process but also leaves candidates with a positive impression.
Emphasizing Diversity and Inclusion
If you’re not actively pursuing diversity, you’re missing out on a huge pool of talent. Diversity is not just a buzzword; it’s a necessity for innovation.
Here’s how you can prioritize diversity in your recruitment:
- Craft Inclusive Job Descriptions: Make sure your wording appeals to a broad audience.
- Expand Sourcing Channels: Use diverse platforms to find talent. Don’t stick to the same old job boards.
- Training for Unconscious Bias: Train your hiring teams to recognize and reduce biases. This is crucial in creating an inclusive hiring process.
Keeping Talent Engaged Once Hired
So, you’ve landed that top talent. Now what? The journey doesn’t stop here. Keeping them engaged is just as vital.
- Continuous Feedback: Regular check-ins can help keep the lines of communication open. Ask them about their experience and what can be improved.
- Growth Opportunities: Create paths for advancement. Talented individuals aspire to climb the ladder; help them see how they can do it with you.
- Community Building: Foster connections among team members through team-building activities. A unified team is a more productive team.
Conclusion: Stepping Up for 2025
Attracting top talent for shared services in 2025 requires us to think differently. It’s about being proactive, intentional, and continuously evolving.
As someone who has navigated the choppy waters of the outsourcing and offshoring industry for over two decades, I assure you that this investment in people pays off.
So, are you ready to take the leap and implement these strategies? Because the future is bright for those who adapt and find the right people to transform their shared services.
Make sure to check out THEGBSEDGE for insights into transforming your shared services approach.
This article was written by Vikrant Aglawe, a shared services expert with a passion for building robust operational teams.
