Finding the right talent for your company isn’t easy in today’s market. In the last few years, the number of organisations searching for candidates has increased and the number of available, skilled professionals has grown scarcer.
According to research presented by Korn Ferry, by 2030 around 85 million roles could go unfilled simply because there aren’t enough skilled people out there to take them. At the same time, employees are becoming a lot more discerning about where they choose to work.
If you want to attract, engage, and retain the best people for your team, it could be time to update your strategy.
Here are several steps to get you started.
1. Refine Your Employer Brand
Your employer brand is what separates your company from all others competing for the same talent. It’s how you ensure you appeal to your candidates with excellent salary and benefit options, a sense of meaning and shared values.
It is well recognised that employer branding is integral for success in today’s hiring landscape. Yet countless companies are still struggling to position themselves effectively in front of the right candidates.
Start by defining what makes people actually want to work with you. Ask your team members what convinced them to stick with your business over the years.
- Do you have a fantastic leadership team?
- Various excellent opportunities for development and growth?
- Maybe you show more empathy and support to your team than most brands, reducing the risk of burnout
Once you know what makes you special, highlight this to your recruiting partner and put it on your website, in job descriptions and in the content you share across social media.
2. Work on Your Digital Presence
Having a great employer brand is fantastic when you want to attract top talent, but it can’t deliver results unless you’re also positioning your digital branding in front of the right people.
After all, around 79% of job seekers are using social media in their job search today and countless candidates also use the web to search for reviews and insights into the company culture of an employer they are considering joining.
Make sure your website offers a behind-the-scenes view of everything you do as a company. Outline your values, mission statement, and vision to capture the interest of your candidates. At the same time, it’s worth ensuring you have a consistent presence on all the social channels your candidates may use.
3. Utilise Your Existing Employees
Your current staff members aren’t just crucial to the performance of your business when it comes to making sales and generating revenue. They can also help you to attract new talent.
Give your employees a voice that provides potential candidates with insights into your company culture and the experiences you offer. Share stories about your staff members’ achievements on your website and social media pages.
4. Update Your Hiring Strategy with a Focus on Candidate Care
While the priorities of each professional in the current landscape can vary from one candidate to the next, virtually all job seekers are searching for one thing: empathy. They want to see evidence that the employer they work with is going to keep their best interests in mind.
Show your candidates you’re going to deliver the right level of support by implementing strategies for better candidate care into your hiring process. Think about how you can make the process more accessible; ensure any applicants know that you’re willing to make this process work for them.
Ask yourself how you can engage your candidates by gamifying the hiring process with challenges and competition. Remember to implement ways of staying consistently connected with your candidates throughout the hiring process too. Regular communication is key to a good candidate experience.
5. Work With A Specialist Recruitment Company
A recruitment partner could be the most powerful tool you have in your arsenal when it comes to attracting new talent. Not only will they help to position your business in front of the right candidates but they can also help you to build a comprehensive talent pipeline so you’re never lacking in options when you need a new employee.
They’ll also know how to reach out to and engage passive candidates.
According to recent data from LinkedIn around 70% of the world’s talent is currently located in the “passive” market, waiting to be informed of better job opportunities. You won’t be able to find these people, though its highly likely your recruitment company will be connected to them already.
6. Update Your Job Descriptions
Your job descriptions are one of the first things potential candidates will examine when deciding whether they want to work with you. It’s important to ensure you’re conveying the right information. Don’t make the mistake of putting off talented employees by listing too many unnecessary or “preferred” skills.
Make sure you’re avoiding any language in your descriptions that may show unintentional bias towards a specific audience.
When writing your descriptions, don’t forget to showcase reasons why your candidates might want to work for you. Draw attention to your unique company culture, your salary package, and even the available training opportunities in place.
Improve your Chances of Attracting Talent
The unfortunate truth according to data from McKinsey is around 82% of people don’t feel they’re prepared to hire and recruit talented staff. Updating your hiring strategy with the steps above should improve your chances of attracting the right talent in today’s competitive landscape.
If you’re looking for an extra boost, the best strategy may be to start working with a recruitment company like AAI EmployAbility to expand your reach and unlock new opportunities.
At AAI, we have been helping firms with their inclusive talent acquisition and diverse job seekers find their ideal roles for over 12 years. We have placed nearly 2,000 candidates; if you want to find out how we can help, reach out to us at team@aai-employability.org.uk.
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