March 7, 2017

Macrotalentomics Part III: Recruiting in a Tough Geography

In our last macrotalentomics post, we examined the challenges companies face in a hyper-competitive market, but what about the opposite? What type of recruiting strategies do you need when the overall macrotalentomics environment is lacking?  How do you attract the great talent you need in tougher geographies?

For a technology firm headquartered in a smaller city, trying to attract talent from Silicon Valley is difficult. The biggest hurdle isn’t the company itself or the immediate opportunity; it is future opportunity.  What happens if this doesn’t work out?  Will I have to relocate again to find another job? Who are the other companies in the area that may be future employers? These hurdles need to be addressed to allow companies in tough geographies to recruit the best talent and keep talent in their area, even at other companies.

Some of the same strategies we outlined for the hypercompetitive market work in this environment, such as employment branding and remote workers. Here are 3 additional approaches you’ll want to utilize in a tough macrotalentomic geography:

Been There / Done That – When we’re young, many of us crave the excitement and adventure of the large metropolitan areas, but after some time in the “big city” that excitement can start to wane.  Traffic, finding a good place to start a family, cost of living – all of these factors can start to take the sparkle off those large metro markets.  After a time, many experienced people could be looking for a change. Read the example of Crown Laboratories in this article to see how they cater to people ready for a change.

Where Are You From – Look at candidates’ colleges or where they grew up.  Research where their spouse is from. Smaller towns? The state where you are located? At a nearby college? If people have some personal connection to the general area where your company is, you’ll have a better chance of attracting them. Experienced recruiters pick up on these connections and can help target candidates who are more likely to consider a move to your area.

Get a Voice – Think about branding beyond just your organization.  Trade / industry organizations can make a difference in these tougher geographies.  They can be a voice for your industry that projects beyond what any individual organization is able to accomplish. They can aid with grants and programs to develop local talent and be a valuable partner for your company.

Recruiting people to a smaller city is challenging. With the right information and strategies, there can be plenty of ways to draw someone from Boston to Milwaukee. The key is understanding  both your macrotalentomics environment and your candidates. 

Author
Mike Gamble

Mike doesn’t fit the typical “sales guy” mold. At first blush he might be the last person you’d expect but he’s the best person to lead business development. With a background in science, he knows the industry and our clients’ business from the inside. With a quiet demeanor he’s a great listener, capable of really hearing and understanding the problem that needs to be solved. Plus, like his deep-seated passion for his sports teams, Mike has an unyielding loyalty to the relationships he’s built over the years, always staying in touch and connected.

Mike’s extensive staffing background and even his sense of humor help him infuse different ways of looking at situations, welcomed by clients and colleagues looking for a creative, collaborative solution.

Mike has nearly 20 years of experience designing comprehensive talent acquisition solutions for leading healthcare and life science focused organizations. In his role, he is responsible for leading the sales effort across TSP’s full suite of offerings. Prior to TSP, Mike worked for Yoh, a leading staffing and workforce solutions organization where he held various leadership and sales executive positions. He holds a Bachelor’s of Science in Biology from Ursinus College and a Master’s degree in Business Administration from Saint Joseph’s University.

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