December 27, 2022
How to attract employees to your company? 5 strategies
Attracting top talent is one of the most important processes in any company. After all, good employees are the ones who work hard to move the organization closer to its objectives. However, current numbers are far from encouraging: about 69% of companies have problems to attract qualified talent worldwide.
This seeming lack of talent we are currently experiencing can cause many headaches. All this leads to one question: how to attract employees to your company? There are some strategies that can draw the attention of the best professionals and you should be familiar with these.
At T2W, we have an extensive experience in the world of recruitment and personnel selection, so we know what it takes to find the best professionals for any company. In this article, we’ll show you the best strategies that any organization must implement to attract top talent.
1. Candidate experience
For many companies is terrifying to see candidates leave in the middle of the recruitment process. Most of the time, this is due to a poor candidate experience, which is a serious problem for any recruitment process. Candidate experience is comprised of all the interactions people have with a company while applying for a position inside.
To offer a good candidate experience, the main tools are empathy and communication at each stage of the candidate journey. It all starts with recruiters. During this process, they are the face of the organization and their interaction with each candidate will be key. It’s best to create a connection between candidate and recruiter.
Candidates should know that all their doubts will be answered quickly. As the process moves from one stage to the next, it’s necessary to communicate the results to all applicants, whether they pass or not. Nobody wants to be left with that uncertainty. Additionally, it’s positive to offer feedback to all participants so they can be aware of their mistakes and the aspects they should improve.
That warmth and quality in the process leave candidates with a good impression, whether they get the position or not. You can be sure each candidate will speak positively about your company with their contacts. That is a great way to attract talent!
2. Organizational culture
The culture is an element you can’t overlook if you are trying to attract talent to your organization. While this is a key factor in many strategies, its relevance is such that we must address it individually. Organizational culture involves the way people think, act and feel inside a company. This determines the work philosophy, people interaction, the way people face problems, etc.
Keep in mind that any group of people, like the one that forms in a company, has a specific culture. If you don’t create one for your organization, you’ll still have one. However, it won’t fit your clients, your employees or the talent you want to attract. To create a culture, you need to start by defining the type of professionals you want in your business.
Is it really important creating organizational culture? Of course, it is! This is a particularly relevant aspect in the current labor market. In fact, when it comes to young talent, culture is key. Keep in mind that by 2025, centennials will be about 27% of the labor market. For people inside this age group, it’s important working in an organization that shares their values and work philosophy. In other words, culture should be at the core of your talent attraction strategies.
3. Marketing recruitment
Modern recruitment work almost exclusively through digital channels. For that reason, it’s not a surprise that one of the best ways to attract talent through digital channels is marketing recruitment. This recruitment trend is based on guidelines and methodologies borrowed from digital marketing. In marketing recruitment there are two main elements we have to highlight: employer branding and social media.
Employer branding is the image employees and potential candidates have about your organization. You can start by knowing the reputation your company has. This can be achieved by a series of analysis aiming to identify the image your employees and the labor market have about your organization. The results show you the areas you need to improve.
The second element in recruitment marketing is social media. In a world where all businesses need online presence, social media is essential. A marketing recruitment strategy requires having active presence on the social networks your candidates prefer. There, you should post content that offers valuable information.
In addition, you should also show your culture. Use these channels to show your working style, the events you organize for employees, how people working there feel really comfortable, etc. This positions your organization in the market as an attractive alternative for talent.
4. Employee value proposition
When candidates find your job offer, what are the aspects they should feel attracted to? That’s your employee value proposition. This is comprised of the value and benefits employees obtain when they enter the organization. If you create this carefully, it can set you apart from your competitors. While value proposition is made of many different elements, there are key factors you must pay attention to.
First, there is economic compensation, which should be at least competitive in the market. Then, we have organizational culture, an aspect that we already addressed. In addition, some other factors are starting to gain relevance such as career growth, emotional salary, flexible schedules, etc. This helps you define the value you offer candidates, which helps you get the best talent.
5. Recruitment outsourcing
Finally, when you don’t have enough time to create a strong recruitment strategy, there is recruitment outsourcing. Recruitment process outsourcing (RPO) happens when a business transfers all or part of its recruitment processes to a more experienced organization. As a result, you not only get the top talent you need, but also save time and money.
For example, at T2W we use technology in all our processes. Through the best ATS (Applicant Tracking System), we use artificial intelligence, big data, machine learning and RPA (Robotic Process Automation). As a result, we provide shorter processes and make sure to find the best ideal candidates for each organization.
Additionally, you have to consider that at T2W we bring the company closer to the recruitment processes. The organization that purchases the recruitment process can check the status of the process and follow each incidence at any time online. The organization can also can make comments or suggestions throughout the process; feedback is always highly valued.
At Talent2Win, we strive to align your company’s business objectives with the best Talent Acquisition strategies available. If you want to learn more about the services we offer, do not hesitate to contact us.