How to attract Top Talent, Part 2

In Part 1 we looked at how difficult it is to attract talent and the benefits of proactive sourcing and using an experienced recruitment agency to assist you with your recruitment needs.

In part 2 we look at other ways to help you attract that top talent:

1. Ensure your job description is as good as it can be. Once job seekers click on your job listing, they look for information that will help them decide if the opportunity merits further investigation. That’s why, when writing a description, put yourself in the candidate’s shoes for each role, and speak directly to the job seeker. So, ensure a clear job title; specific role description; lucrative offer; easy to follow formatting and a simple application process

2. Choose the right targeting channels. Now that you have a well-prepared job description, it’s time to think of the right targeting channels to reach informed candidates. Today, job seekers visit a variety of different job sites and use a variety of sources to find information on your company’s culture, salaries and business prospects.

3. Consider what information candidates might find about your organisation and how. Research shows that after reading a job posting, 64% of candidates spend time researching the company before applying and if they can’t find the information they need, 37% move on to the next job posting. Think about your careers page, social media, press releases, news media, and review sites such as Glassdoor.

4. Ensure your process is efficient. Candidates will soon change their mind to pursue the role if:
• you take too long to engage with them
• you delay arranging an interview
• you are not available at the time arranged for the interview
• you take ages to feedback on a test they have done
• you say something during the process which you then don’t do
• you don’t give them clear information with things such as salary, benefits etc.
• you take too long after interview to go back with a decision, feedback or further requirements

5. Interview informed candidates. Once, you’ve defined your short list of applicants, the work of interviewing begins. When interviewing informed candidates, it’s critical to be well prepared and aligned with hiring managers so the process can move quickly. Competent high performers will expect efficiency and want to be treated with the same regard that they have given your company.
• Before starting an interview, make sure every interviewer is prepared with the essentials:
• Re-read the job description and the candidate’s CV
• Determine questions specific to the role for each interviewer
• Differentiate between need-to-have versus nice-to-have skills
• Check room availability and test any technology you’ll need
Informed candidates know ‘the right fit’ is a two-way street and they will ask pertinent questions. As you speak to each candidate, look for clues on how engaged and informed they are.
Here are a few signs:
• They mention a recent project your company released to the public
• They have knowledge of what you do and the way it works
• They mention specific internal events or employee engagement activities
• They mention news articles, blog posts, company updates about your company

Hiring Top Talent is not easy and in the present climate is getting harder.


If you would like a chat about your present hiring requirements and how we can help you then please do contact me.