4. Revamp how job descriptions are written.
Stop writing job descriptions with long lists of requirements, suggests Matuson. She recently saw a colleague on LinkedIn advertising an accounting job where the college GPA had to be above a 3.25. “I thought, ‘Are you friggin’ kidding me?’ The unemployment rate for accountants right now is like 2.54%,” she says. “I couldn’t even tell you what my college GPA was - and who the heck cares?”
Instead of listing requirements, write job descriptions with the experience in mind. “Millennials are not looking for a job, they’re looking for an experience,” she says. “You really have to paint a picture they can step into.” For example, she saw an ad for a sales job with a West Coast company that began: “Imagine you’re in your car with the top down, driving with the ocean in front of you.”
“I’m reading this description while I’m in Massachusetts, and I’m thinking, I could move to California. I could drive a car with my hair blowing in the wind,” Matuson shares. “But if the ad said, ‘We’re looking for salespeople with three to five years experience who can pick-up the phone,’ it would not have caught my eye.”
5. Create incentives for employee referrals.
Although many companies have employee referral programs, Matuson thinks many of them fail to achieve results. When an employee offers a name and the person isn’t hired, the employee often becomes discouraged and stops suggesting referrals.
In order to keep people involved, Matuson suggests that anyone putting a name forward be entered into a monthly raffle to win a $150 gift card. “That’s going to get people constantly thinking, who else would be a good fit here?”
6. Activate networks you didn’t know existed.
Everyone in an organization needs to get involved in brainstorming about new hires, says Matuson.
During a consulting meeting she had with upper management for one particular company, the executives were feeling very stuck. That's when the CFO realized that many staffers have teenagers who have loads of teenage friends with parents who might be interested in working for them. Based on this conversation, the company decided to implement a plan where current employees would reach out through their social networks and personal family networks to solicit applicants for open positions.
“You can have a much more forceful effort to attract talent if you can get the people in your organization to activate their personal networks,” shares Matuson.
7. Don’t be afraid to cut your losses.
“Top talent is attracted to working with other top talent,” says Matuson. So it’s important to recognize when someone you hired turns out to be a dud. Be sure you let them go from the organization as soon as you realize it, otherwise that mistake will have a ripple effect.
author: Jenny Jedeikin