SMART STRATEGIES TO ATTRACT TOP TALENT
The best you can do for your organisation is to attract the top talent. Recruiting the best talent in your company is one of the toughest jobs but this is the thing that will take your company to higher levels.
Top talent professionals know their worth and demand in market, so, if you don’t market yourself as the best employer, you may lose the best member for your organisation.
The best way to market yourself is to portray yourself as the best employer in the industry, offering maximum benefits to the employees, and showing how the top talent matters for your company and what opportunities you are providing them to grow.
So, here’s a list of some smart strategies to attract top talent for your organisation:
- Identify and build your brand: People want to work at Facebook because it is Facebook, at Amazon because it is Amazon. Therefore, establish your brand as one of the most renowned in your industry. Make it sound like a place where people work hard to get into that.
“Candidates who are already in a job may need an added incentive to leave their current organisation and join yours; they’re probably more likely to leave their job for an organisation they’ve heard of and respect. Publicise your success stories through social media, PR and your company website.” –Michael Page
- Employee value proposition (EVP): How do you reward your employees? How do you satisfy their self-esteem needs? What makes you give bonuses to the employees? Striking a right balance between the work done and benefits given is crucial. This will make an employee bend to work in your organisation. Talented employees majorly consider the total package of benefits and then take their decision of opting for a job.
“An organization looking to stand out from competitors when seeking to attract top talent must be able to articulate and share how the employee value proposition is lived every day, along with the vision and mission of the organization. Just as an organization has a brand for the external market, there needs to be an employee brand that can effectively communicate the employee experience.” – Sherry Martin, Denver Public Schools
- Career and promotion opportunities: If the top talent employees cannot see the scope of growth in your organisation, they are less likely to consider your organisation for the purpose of job. They not only want to earn but they also want to develop their career and prosper. Make sure that you are providing them with career and growth opportunities.
“We’ve found high-performing people see learning opportunities as an integral component that contributes to their workplace engagement. Smart employers must develop engaging new experiences for their top talent. Tailoring learning initiatives to career exploration and growth can make employees feel personally valued, increasing their loyalty if other firms come calling.” – Lisa Sterling, Ceridian
- Talent acquisition strategy: Talent acquisition strategies should be renewed time to time. Too old marketing strategies won’t bring down any reactions. There should be a more proactive approach for the formation of talent acquisition strategies. This brings the HR team in scene where they have to develop a highly responsive talent acquisition strategy. It should be formed by keeping the organisational goals and objectives, career opportunities promotional strategies, training and development programmes in mind.
“Before recruiting, organizations should validate that their talent acquisition strategy is designed to attract the right talent. A great way to do that is to get input from current high performers about what attracted them to the organization and their role. Also, ensure that your hiring process is not a barrier to making timely hiring decisions; otherwise, applicants will lose interest.” – Bridgette Wilder, Wilder HR Management & EEO Consulting
- Use online and social media platforms as your advantage: Many candidates prefer to search a job online. Therefore, it’s essential to keep your website updated. Other than that, you should keep posting about the new openings of job positions in your organisation on various third party websites that are the mediums of various job offerings, for example, Naukri, LinkedIn and so on.
“With social media, organizations now have an opportunity to be visible to many. Candidates are doing their research prior to accepting interviews. They want to know what your current employees are saying about you. Brand your page with more employee-related events. Take control of your company’s image and become a people-focused employer and you will automatically attract top talent.” – Charece Newell, MSILR, sHRBP, Sunspire Health
- Be clear about job descriptions and career opportunities: Present the clear status of your company, for example, mention about the funds you have invested and from which sources, company’s goals and strategies, working requirements and conditions. This helps your potential employees to know whether their interests will be met at your organisation. A perfect work and life balance with attract employees to your organisation.
“Attracting top talent is done by communicating what we all want in a new job — clarity about what our mission is, to work with others who share the conviction that what the company is doing matters and to know that new experiences and career options abound. Find ways to authentically express these things through video, robust career pages and personal communications from senior leaders.” – Stacey Browning, Paycor
- Use your existing employees for the acquisition of new employees: “Your business leaders and teammates can significantly impact your ability to attract top talent by creating talent ambassador LinkedIn profiles, reaching out to high potential candidates, taking time to conduct reviews on platforms such as Glassdoor and Indeed and helping generate content that is rich in the organization’s culture.” – Philip Dana, Bridgepoint Education
- Know your potential employees: “Recruiting is selling. Identify your our target audience and understand your organization’s selling points. What do we have to offer, and who would benefit from what we can offer? With these details, you can place your company brand in the center of your target audience. Advertise your organization’s culture, and echo your talent’s needs, skills and attitudes as it relates to your brand.” – Tasha Bell, Talbert House
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