10 Tips to Attract Top Talent

by
December 4, 2015

10 Tips to Attract Top Talent

Do you know how to recruit top talent? If you want to recruit the most skilled, talented individuals who will drive your organisation to the edge of success and beyond, then go ahead and read our 10 top tips on finding and attracting the shining stars that will move your business forward:

1. Make sure your existing staff are happy. How do you expect to attract great, hard-working people, if you can’t look after the people you already employ? Making sure your existing staff are happy and engaged is the first step you should take, so spend some time finding out what makes your staff tick. Word of mouth is a powerful marketing tool, and once people start to see what a great working environment you have, they will want to join themselves. Build it, and they will come!

2. Identify the attitude that best fits your business. Take a look at a handful of the best people in your business. What kind of attitude do they have, and how does it differ from other people in the workforce? Try to articulate this on paper, and then aim to search for candidates who have the same attitude. It has been shown time and time again that most people don’t fail in jobs because they don’t have the skills, but rather, because they don’t have the attitude that fits the business they work for.

3. Don’t be afraid of showing your personality. Nothing grabs the interest of an enthusiastic job seeker better than a job description with a dash of authentic personality. In the same way that employers don’t like reading the same lines on a CV over and over again, job seekers hate reading the same job descriptions over and over again. Make your job adverts stand out a little, by adding bits that reflect the character and personality of your workforce

4. Spread the message far and wide. The more people who see your vacancy, the more chance you have of catching the attention of somebody really special. Don’t just stick with one method or platform when posting job adverts – sure, job boards and social media are great (and you should use them!), but word of mouth is also a great way to get the message out. Turn your network into talent scouts, and you could even offer a bonus to whoever brings your next hire into the business.

5. Structure the interviews. You might prefer to just have an informal chat with prospects and use that time to assess their strengths and weaknesses, but having a set structure for every candidate is a more effective method – it makes sure you’re covering every desired quality, and it gives you objective data that you can compare and analyse at a later date, with less influence from ‘interviewer bias’. Of course, that doesn’t mean you can’t arrange an informal chat as well.

6. Ask candidates to provide examples of their skills. For key skills that are really important to the job role, you should ask candidates to give you an example of how they have successfully demonstrated these in real life situations. For example, “tell me about a time when you used your critical thinking skills”. This helps you separate the people who simply write down the skills they think you want to see, from the people who actually have them.

7. Make your business sound appealing during the interview. Some employers mistakenly think it is only the candidate who has to ‘sell themselves’. But if you want to hire the very best, you have to give them a good reason to work for you! Write down the reasons why the employee might want to work for your company – such as benefits and perks and the culture you work within – and share these reasons during the interview.

8. Find out what makes each candidate ‘tick’. Further to the above point, you should go to even greater lengths to make a job with your company as attractive as possible. During the interview, try to find out what motivates the candidate, and what their deal-breakers are – make sure to note them down, they’ll come in handy when the time comes to make a job offer.

9. Offer the best candidates a practical trial. One of the best ways of assessing a candidate is by watching them at work – so what better way to do this than inviting them in and taking them for a ‘test drive’.

10. Keep your selection process less than 30 days. Employers often lose great candidates to their competitors simply because they don’t move fast enough. Most job-seekers will apply for more than one position at a time, and if you can’t get them first, you often won’t get to them at all. This is called ‘first mover advantage’.

What other tips would you give to recruiters looking to attract the nation’s hottest talent?

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