In today’s fiercely competitive market, the success of an organization is tied closely to the caliber of its workforce. It is no longer about merely filing vacant roles, but finding the best people for those positions to help elevate a company to the next level. Additionally, employees are no longer just looking to punch in on the clock for a paycheck, but are striving to find fulfilling professional experiences. It’s never been so important to put into place the best strategies to attract top talent from first point of contact through the first few months on the job.
1. Create a Strong Employer Brand
The components of an employer brand consist of company reputation, value proposition, and employee experience. It’s important that companies put into place strategies behind each of these three areas. Before a candidate even applies, they should have a good sense of a company’s values and priorities, along with company reputation through the media, socials, or even word of mouth.
2. Cast a Wide Net
You never know where you may find your next stellar employee. While job boards tend to be the standard recruitment tool don’t forget about networking events, employee referrals, recruitment firms, Facebook or LinkedIn groups, etc.
3. Build a Talent Pipeline
The talent marketplace is volatile and employers may need to fill a position at a moment’s notice. Whether the role is open due to company growth or an employee departs for another opportunity, having a talent pipeline will be an invaluable resource, especially for those hard-to-till positions.
4. Write Effective Job Descriptions
With 50% of applicants coming from external job boards, and 35% from internal career sites, that is 85% of incoming candidates reading the same job description. This doesn’t even include the people that read the description and decided not to apply. Job descriptions (other than employer branding) are the first glimpse a candidate will have of what their life would be like if they had this job. It’s an excellent marketing tool and instead of a long list of responsibilities, make sure to be clear, concise, and highlight the benefits to potential employees!
5. Have an Efficient Interview Process
When it comes to an interview process, the quicker the better. The less time there is from the beginning to end, the less time for potential candidates to start interviewing elsewhere or even just change their mind about switching jobs entirely. When there are delays in the process, having clear and open communication with the candidate will help to keep them engaged and minimize the risk of losing them in the interim.
Too many interview steps can also be a deterrent and cause poor candidate experiences!
6. Prioritize Culture in the Hiring Process
Company culture is the personality of a company which can consist of mission, values, policies, goals, and the employee personalities and interactions themselves. If a potential employee is not in alignment with the culture, it is far less likely for them to succeed and be happy long-term. Therefore, it is important that the company culture is shown throughout the interview process so both employees and employers can make sure there is a nice fit.
7. Career Progression Opportunities
Many employees want to learn about the long-term opportunities of a company before making a move, so having career planning strategies in place that can be highlighted throughout the interview process can be beneficial. This is also key to retention as companies with high levels of internal mobility, tend to keep employees for 2 times as long as companies that struggle in this area.
8. Showcase Learning and Development Opportunities
Opportunities to learn and grow jumped from #9 to #1 since 2019 in factors that create a great work culture. The ability for companies to help in their employee’s development is key. It can be beneficial to showcase these opportunities through social media or other avenues to help attract top candidates to apply.
9. Create Strong Total Packages
As important as all of these other factors are in attracting talent, compensation will always be a strong motivator for employees to jump ship. Total compensation packages include salary, bonus, stock/equity, benefits, or even non-monetary factors such as flexibility. Finding out what benefits are most important to employees and creating packages accordingly, is important for retention, motivation, and also attracting new top talent.
10. Develop an On-Boarding Process
Strategies for attracting talent can extend through the interview process into on-boarding. Ensuring new employees have the support they need to set them of for success is crucial. On-boarding programs should be constantly evaluated and improved upon overtime. These positive experiences lead to a strong employer brand and in turn will be another piece of the puzzle to attract the best possible talent.
11. Make Sure Employees feel Valued
Salary alone may not be enough to keep a dissatisfied employee. Creating ways to show appreciation for employees throughout the year can help boost morale, satisfaction, and keep an employer brand strong. Highlighting achievements through internal memos or social media, recognizing work anniversaries and birthdays, and even a simple word of thanks to employees can go a long way. All of this contributes to a positive culture and strong brand that will lead to attracting new candidates.
12. Stay in Contact with Top Talent
There are often times a great candidate may not fit into the current job opening that needs to be filled. It can be a good strategy to keep this person engaged, let them know you want to find a position for them, and stay in touch with them in the meantime. When a need arises, these candidates are already warm and will be more inclined to make the leap to a new opportunity.
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