How To Win The War For Talent And Get The Best Outcome.

Just like world war, what if the war for talent ended and your firm lost? Pardon my choice of words, but what if this truly happens? The phrase “war for talent” came into existence in the late 90s by McKinsey and Co. The phrase has helped many businesses prioritize their technique around recruitment, retaining and developing talents.

The war for talent is now on the rise since the pandemic affected most businesses and made some close down due to financial constraints. How well you fight that war will determine how fast your business will grow.

How To Win The War For Talent

The war for talent isn’t an HR issue as many would have thought; it is about reinventing the world of working. The techniques and styles are obsolete.

Many businesses are still in the system of 9 – 5; the talents out there are the millennials and generation – Z, who are not a freak of the normal 9 – 5 job; rather, they want flexibility. If you’re not implementing work from home arrangements for the talents out there, then you might lose the war.

Most businesses pay per hour instead of paying for talent, which will encourage the worker, but since businesses only employ to maximize the profit, they tend to lose the war in securing talent.

To get started and revive your business in winning the war for the talent you need to up your game and that of the hiring team, make your business revolve around the strategies in vogue.

Change Your Obsolete Hiring Strategies

It is not enough to create a compelling job advert that will only grab the attention of the employee; during the interview, take time to understand the aspiration of the talent.

Every company or business needs at least one employee to view points raised at meetings from another perspective that will make the executives have critical thoughts about the decision before deciding.

Here are some tips to help;

•           Get your potential employees away from the desk; the obsolete method of conducting an interview is sitting at a desk while the interviewer asks questions and the prospective employee provides answers.

You can be creative with yours and take a stroll with the prospective candidate while you ask your questions; that way, you will see their reactions.

Don’t use the vague interview method; make your prospective employee ask you questions too; studies have shown that people tend to ask questions about what they care about most.

Initiate Remote Job

If you think your business can’t handle employing a talent because he asked to work from home, then you will miss out because your competitors will readily give in to that request.

There is no big deal in hiring employees who work from home since it won’t hinder their productivity. In fact, most companies grant their employees 4-day work per week, and they pay for a full-time job; it’s all about how productive your employees are.

You don’t need to have a physical in a country or state before you can hire talent over there. You can opt for an employer of record who tends to initiate a global payroll to pay your remote talents in their different locations without any hassle.

Invest In Leadership

A business with bad leadership will drive away potential talents; even the existing talents will find their way out of such organization; a bad character is synonymous to a car with a flat tire; it won’t move an inch until the tire has been fixed.

It is incumbent on you to invest in all your employees and train them effectively on how to be better leaders. All new talents should be assigned a mentor whom they can easily ask questions and seek assistance from. With their leadership skills, they can easily guide the new talent and create a healthy environment for him.


Most businesses are losing the war, but you stand out by creating more appealing ways to lure talents to your business. Remember, without the proper talent, your business will remain stagnant. You can liaise with reputable universities to recruit some of their talents while also considering the above tips, such as offering them a 4-day work per week with full payment or introducing remote work to them.