RDA Talent-Attraction-Guide-23 210x297 v2-SP - Flipbook - Page 8
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The Role
Now, how attractive a role is,
is intrinsically linked to what’s in it
for the candidate.
You could have the coolest, most
engaging role in the world but if you’re
not paying enough or offering a subpar
benefits package, you’re going to
struggle to hire against the competition.
But we’ve saved this for ‘Price’ (Page X)
and focussed on the role as the ‘Product’
in this guide.
It starts with defining the role. Which
starts with understanding the skills gap
in your team.
Before you shove that skills gap into a
role description for a new job, (or even
if it’s a replacement/backfill) there are a
few things you need to do;
• Define the skill gap
• Consider the short-, mid- and
long-term needs
• Consult the current team
• Consult the wider team
• Consider freelancers
Unattractive Roles
Swiss army knives. The kind
where the list of requirements
is longer than your arm, will
put candidates off.
You’ll lose candidacy if it looks like
you’re trying to exploit new hires
by squeezing 2 roles in to 1.
Overworked and underpaid
is the phrase.
The expectations of your role
should be realistic.
Roles that don’t exist
Some skillset mixes just won’t be
found in one person.
So that advert you’re thinking
of running for an SEO Graphic
Designer…don’t.
• Consider agency support
It’s a waste of everyone’s time going to
market with a role that can be satisfied
elsewhere or worse – isn’t needed in the
first place.
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It’s also a waste of time going to market
with a role that isn’t attractive, or worse,
doesn’t exist in the market.
Your role is defined, it addresses your
skill gap, and it exists in the market.
Now you have to take it to market.
We’ll cover this in ‘Promotion’ (page X),
talking job ads vs job descriptions, ATL
vs BTL recruitment practices, job boards,
recruitment agencies and more.