5 Tips For Attracting The Right Talent To Your Organization

Attracting the right fit talent is a huge undertaking for most organizations, and third party recruiting companies are now at the heart of it all. A company is just as exceptional as its employees, and to get exceptional candidates, a strong recruitment process is crucial. Firms that choose to use traditional HR techniques will most likely leave find themselves struggling to fill positions just because most of the suitable candidates look beyond the generic job boards.

The top-tier professionals know they’re in demand and failure to market yourself properly means that you could lose your dream talent to competitors. The easiest way to attract the right fit talent is by differentiating yourself from other companies, and showing the top talent how joining your firm could help them achieve their career goals.

Here are the 5 top tips for attracting top talent to your organization.

1. Leverage the Experiences of Your Existing Employees

Employee advocacy is an important aspect when it comes to advertising, marketing and branding, and so does the logic apply to recruitment. Being one of the greatest assets in your company, your employees could be a huge force for attracting the right fit talent. They will humanize your brand while trying to extend the reach of your job openings.

Anything employers mention about their brand could be received with a biased perception from potential candidates. When the same comes from employees, however, there are lower chances of bias. Therefore, it is imperative that recruiters look for ways to effectively empower the current employee so that they can go ahead to share their unfiltered experience.

To effectively take advantage of employee experiences, Human Resource departments could play a crucial role in tying strings for systemic engagement. Numerous activities could be used under an employee advocacy program, including creating case studies and testimonial videos, writing tweets about employee satisfaction and posting pictures of a team building activity.

2. Offer a Positive Candidate Experience

The need for a stellar candidate experience is present through each stage of the recruitment process and could be crucial in attracting the right fit talent. The candidate experience begins even before the candidate is a candidate. The pre-candidate experience could include anything that could inform and shape their opinion of your company – like word of mouth, Glassdoor reviews, mentions in the press, and the application process.

And once the candidate’s in your database, how long do you take to get back? Does a candidate feel welcome when they are onsite? Are the interviews organized and professional? Top candidates are always evaluating you just as much as you are evaluating them, so make your candidate experience a priority. To ensure you’re constantly improving your talent acquisition process, consider asking candidates for their feedback, either informally or formally through a survey.

3. Show Off Your Company’s Culture

Employees are always looking to work for companies which offer them good value in return for their output to the company. The once one-sided relationship of “what are you bringing to the company?” is now more symbiotic than ever before.

There are employees who want a casual environment while others want to be in a firm that shares their social values. Whatever the case is, your company’s culture matters. Attracting the right top talent means that you are attracting candidates who like your culture and can thrive within it. As a result, you need to show this off to others.

Showing what your organization is all about is a good way to build an employer brand. Just like building a reputation with your customers, you ought to build a reputation among prospective employees. Failure to do so, you’ll be missing out on the opportunity to effectively communicate what values matter most to the company. Show off that you go on a quarterly company ski trip or have a casual but hardworking environment. By doing so, you will be more desirable to prospects who seamlessly fit into your company culture.

4. Build a Robust Employer Brand on Social Media

Social media is slowly proving to be a powerful tool and has gained popularity in a short period, giving it the potential to be a great recruitment tool. Social networking platforms like Twitter, LinkedIn, Facebook and several others give recruiters a great opportunity to connect with potentially top talent.

Based on a survey done by LinkedIn, 75% of job seekers research more about a company’s reputation even before applying for the opening. As a result, firms need to be on the forefront in maintaining stellar social media profiles and also encourage employees to share their experiences on the platforms. This way, a company can boost its reach and credibility while building their brand at the same time.

5. Build a Pipeline of Engaged Candidates

You need to build a target candidate profile for a specific job as well as focus on building a candidate pipeline through candidate personas. This way, you won’t have to rush looking for candidates when there’s an opening and don’t have to make time-based hiring decisions. Start by checking internally. If there’s an internal employee with the skill set and who’s ready to change positions when the opening comes up, then you will save on costs. If you’re looking externally, however, be sure to keep track of candidates you had previously considered for various roles but were not selected. You can keep your talent engaged via newsletters, email marketing or by hosting onsite and virtual events to interact and know them better.

Acquiring and retaining top talent is now a big challenge for businesses in the current digital age. Human Resource teams need to create a positive employer brand and at the same time empower their employees on social media platforms to make a proactive outreach for bringing in top talent.