Today’s job market is competitive which invariably means that finding and hiring the right talent is a challenge. Adding to the challenge is that it’s still a candidate-driven market. Even amid economic uncertainty, candidates are still very much in the driver’s seat when it comes to calling the shots as it relates to what they want from their careers — a theme that has continued throughout the pandemic.
Top talent is in high demand, especially as companies prioritize purpose-driven talent acquisition as part of their long-term retention strategy. And the proof is in the numbers: employees who feel connected to their company’s mission and values create a win-win scenario for both parties.
In a LinkedIn Talent Solutions webinar, economists Scott Parish and Aaron Hurst discuss how a purpose-oriented team can be a company’s greatest asset. They surveyed 26,000 LinkedIn members and found that purpose-driven professionals have a distinct advantage over their peers when it comes to leadership ability, performance, and tenure. Purpose-driven employees are 47 percent more likely to promote their company and employers, making them a valuable asset for a company’s employer brand.
So how should employers step up their talent acquisition game to attract purpose-led talent? Read on for some pro tips.
1. Define your company’s purpose
Before you start seeking purpose-driven talent, it’s essential to define your own purpose as an organization. What is your company’s mission and values? What positive impact do you aim to make on society or your industry? Having a clear sense of purpose will attract candidates who resonate with your mission.
2. Showcase your purpose
Once you’ve defined your purpose, make sure it’s evident in your company’s branding, website, and job listings. Share stories of how your organization is living its purpose and making a difference. Candidates are more likely to apply if they feel a connection to your mission.
3. Incorporate purpose into your job descriptions
Craft job descriptions that emphasize the purpose-driven aspects of the role. Highlight the impact the candidate can have on the organization, community, or world by joining your team. Clearly outline how their skills and contributions will contribute to your company’s mission.
4. Leverage social media and online platforms
Use social media and professional networking sites like LinkedIn to share your organization’s purpose-driven initiatives. Engage with potential candidates who show an interest in your mission. Encourage your employees to share their experiences, creating a positive online presence.
5. Partner with like-minded purpose-led organizations
Collaborate with non-profits, educational institutions, and other organizations that share your values and purpose. Attend events, workshops, and job fairs related to your industry or cause. These partnerships can help you connect with like-minded talent.
6. Incorporate purpose questions in interviews
During interviews, ask candidates about their values and what motivates them. Explore their passion for your organization’s mission and assess if they align with your company’s purpose. Look for examples of how they’ve demonstrated purpose-driven behavior in their previous roles.
7. Assess soft skills and cultural fit
Purpose-driven employees often possess valuable soft skills such as empathy, adaptability, and teamwork. Assess candidates not only for their technical skills but also for their ability to work harmoniously within your company culture.
8. Offer opportunities for growth and impact
Highlight your organization’s commitment to personal and professional development. Purpose-driven individuals are more likely to thrive in roles that offer opportunities for growth and increased responsibility, as it allows them to make a more significant impact.
9. Recognize and reward purpose-driven efforts
Acknowledge and reward employees who demonstrate exceptional commitment to your company’s purpose. Recognize their contributions to encourage continued dedication and inspire others to follow suit.
Hiring purpose-driven talent goes beyond finding the right skills; it’s about identifying individuals who are passionate about your organization’s mission and values. Employers that define their company’s purpose and showcase it in their branding are more likely to attract high performing individuals who are not only motivated by a paycheck but also by the desire to make a positive impact.
Investing in purpose-driven talent goes a long way. It can drive an organization’s success by helping it achieve its mission, which, in turn, can lead to a more engaged and motivated workforce.
Interested in learning more about hiring purpose-driven leaders? Reach out to Rhonda Taylor via email here to start the conversation.
Rebecca is the Senior Editorial Director at ForceBrands. She’s spent more than a decade on the editorial side of digital media, curating original content and managing social media audiences for impactful brands and businesses. She’s a natural storyteller with a love for connectivity and brand building.