5 Ways to Attract Top Talent | identifi global
The cost of a bad hire goes far beyond just financial losses.
It also has a huge impact on team morale, productivity and the overall long-term success of a business.
Yet, many companies end up interviewing and hiring the wrong people simply because they struggle to attract the right ones.
In this article, we’ll run through 5 ways to help you stop hiring the wrong people and attract the top talent your business really needs.
1. Build your employer brand
Did you know that 78% of candidates look into an employer’s reputation before even considering applying for a role?
First impressions count. So you want to make sure that candidates perceive you as a great potential employer and place to work while they’re doing their research.
This is what’s known as building your “employer brand”, and it encompasses aspects like your workplace culture, your mission and values, your website, social media, the employee experience, Glassdoor reviews, and much more.
And businesses with a strong employer brand are proven to get 50% more qualified applicants than those that don’t.
Start by defining your company’s existing culture, the kind of employer you are and the workplace environment you offer. From there, you can develop your employee value proposition (EVP), which is a unique set of benefits and values that you offer to your employees that go beyond just a paycheck.
Finally, communicate your culture, EVP and employer brand messaging across all interactions with potential candidates, including job descriptions, direct communications like emails and places where candidates are most likely to search to find out more about you as a company (e.g., your website and social media platforms like LinkedIn).
Learn more about how to build your employer brand and attract top talent in our article here.
2. Showcase career progression opportunities
Today’s top talent don’t want a static job.
They want to be challenged. They want to be continuously learning and progressing. They want to know that you’ll support them to build the ambitious career they want.
And the stats back that up. A huge 83% of candidates are more likely to choose an employer that prioritises learning and development opportunities.
So, to prove that you prioritise career progression, you need to communicate that your company actively supports employee development—and have real-world evidence and success stories to back that up.
That involves communicating:
- Career paths and roadmaps for specific roles, including how entry-level positions can lead to more senior roles
- Available training programmes, skill enhancement opportunities, mentorship inivitatives and professional development budgets
- Success stories, testimonials and stats that outline how many people have been promoted within a set timeframe
- Performance reviews, constructive feedback and awards programmes (show that hard work and effort will be recognised and rewarded)
- Opportunities to gain cross-functional experience and collaborate with different departments
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3. Demonstrate diversity
Diversity is not a buzzword—it’s a requirement.
Ambitious candidates come from all cultures, genders, ages, abilities and religions. And they need you to prove that they will feel included, respected and represented at your company. Otherwise, they’re less likely to even apply for an advertised role.
In fact, two-thirds (66%) of candidates say that workplace diversity and the inclusion of employees from all backgrounds is important to them when searching for a job.
So, showcase your commitment to diversity in all recruitment materials, emphasising the variety of backgrounds, perspectives, and experiences within your team and as well as your commitment to diversity through Diversity, Equity, and Inclusion (DEI) policies.
Here are a few ways you can do this:
- Ensure your recruitment materials (including job descriptions and promotional content) reflect a commitment to diversity, with inclusive language and imagery
- Highlight diverse voices within your organisation through employee spotlights and stories that showcase the unique journeys and perspectives of your team members
- Publish relevant diversity metrics, such as the composition of your workforce across different demographics
- Actively participate in and support events and initiatives that promote diversity and inclusion, for example, sponsoring or attending conferences, workshops, and networking events focused on workplace diversity
- Establish and publicise affinity groups within your organisation to provide a platform for employees with shared backgrounds or interests to connect and support one another
- Ensure diversity is reflected in leadership positions by highlighting leaders from various backgrounds and experiences
4. Implement an employee referral programme
Top talent attracts top talent.
Multiple studies have shown that candidates brought in via employee referral programmes tend to be higher quality, stronger performers, a better fit for your company culture and more likely to stay at your company long-term.
While, by making your existing employees your top advocates, your potential candidates are hearing great things about your company from people they trust, and are more likely to apply for the role.
Start by defining your goals and what you want to achieve from the programme. For example, the desired number of referrals and the type of roles and departments to offer referral programmes to.
Next, decide on the incentives for employees who make successful referrals. This could include monetary rewards, extra vacation days, gift cards, or other perks. Ensure that the incentives are attractive enough to motivate employees to actively participate in the program.
You’ll then want to build a referral submissions process that’s straightforward and user friendly, for example, an online portal or designated email address. The easier it is for employees to submit referrals, the more likely they are to actively participate.
Finally, communicate the details of the referral program clearly to all employees through emails, company meetings, and internal communication platforms. Be sure to emphasise the benefits of the program, the types of candidates you’re looking for and the steps employees need to take to make a referral.
5. Promote flexible working
9 in 10 candidates want flexible working. Yet only 3 in 10 jobs currently offer it.
So, there’s a clear disconnect here between what companies are offering and what top candidates are actually looking for.
Whether it’s remote work options, flexible hours or compressed workweeks, offering flexibility helps attract top talent that have time or familial commitments, disabilities or requirements for more flexible working environments.
Here are a few ways to promote flexible working to potential candidates:
- Highlight your commitment to remote work and allowing employees to work from the comfort of their homes or any location with internet connectivity
- Offer flexible working hours that allow candidates to customise their schedules within certain parameters and better balance work responsibilities with personal and family needs
- Clearly communicate your policies on flexibility in job descriptions and on your website
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