How do you attract top talent to your business?

In today’s employment market, understanding how to attract top talent to your business has become critical. It requires a multi-dimensional strategy. I see ‘Decoding the power of story-telling in Recruitments’ could help stand out in current scenario.

In my experiences , people will get attracted if they feel valued in the Organization.it can be done in many ways like , giving them opportunities to larger forums, Top leadership involvement with them, listening ideas of them , providing them conducive environments, no Marco management etc.

Focus needs to be towards employer value proposition (EVP). It encapsulates the unique set of offerings, benefits, and experiences an employee can expect in your organization. This goes beyond just compensation; it encompasses professional development, work-life balance, company culture, and opportunities for growth. A well-defined EVP speaks to both the heart and mind, addressing the emotional and rational reasons someone might choose to work for your company over another. When your EVP is clear and resonates authentically with your target audience, it not only helps in attracting the right talent but also fosters a sense of belonging and commitment among existing employees.

Competitive compensation plan describes industry comeptitiveness and organization's philosophy in the market. It helps potential talent to perform high level and exceed goals. In addition to that, Competitive benefits offerings helps organization in retention and improved employee quality of life.

Competitive compensation and benefits (CoB) are important to attract talent. To retain the same talent, a few other factors are equally important: *Work-life balance is essential for retaining employees. Even with excellent CoB, an employee will leave if the work-life balance is not there. *Impact is a very important intangible that is highly valued, alongside CoB. Every employee should feel like they have a say in the workplace and the possibility to make an impact on the outcome of their work. *Purpose is becoming more and more important when looking at reasons why employees are staying with their employer. The feeling of contributing to a higher purpose and helping people is becoming a crucial component for wellbeing and retention.

Before you go-to market to find your next hire, do some self-reflection within your team and check the 'health' of your work environment. Are your people happy? Have they raised any concerns with you that need to be remedied, before adding new team members? What does your team need to succeed? Do they need more hands to ease workload, or do they need another lead to help support your team more effectively? Can you move anyone in your team into a new role or project, to help their career progress and backfill their role? Whilst the focus is on attracting new talent to your team, new talent won't stay if the environment isn't healthy or what was promised to them. Retention is important, and a positive work environment makes this possible.

I would go further to add the importance of diversity, equity, and inclusion. At its core, a healthy work environment prioritizes diversity, equity, and inclusion, fostering a culture where every individual feels valued and empowered regardless of their background. This inclusive approach not only promotes fairness but also drives productivity and innovation. Employees free from fear and stress are more likely to think outside the box, share ideas, and take calculated risks, which can be game-changers in a competitive and rapidly evolving business landscape.

If you promote your companies social impact and purpose, its sustainability contributions, DEI plans, RAP deliverables, flexibility policies, community involvement; you best have the data and the facts to back this up. Companies can no longer get by with just a one-off statement pledging sustainable support, donating to an NFP during their time of need, or changing their profile picture to rainbow colours during Pride month. Candidates will research your organisations actions, and see past any lip-service or box-ticks. If your company truly practices what it preaches, ensure you understand what the impact and purpose is, what has been learnt, what has changed, and what are the outcomes. Show the facts, and truly stand behind your purpose.

Share your brand story: Applicants visit the website and social media handles of organization to get an understanding of what the organization is, its culture, people, values and business. For the organization, it is essential to define the core essence that drives its operations, and to align this essence with the perceptions, thoughts, and expressions of its employees. This narrative should be captured and shared through a video format on platforms and websites frequented by potential applicants.

Apart from defining clear interview process, we have to keep in mind 1. While we interview the candidate, the candidate is evaluating us too 2. It's not about asking difficult questions, it's about asking relevant questions 3. Are the interviewers coached to take interviews? its important to invest time on that 4. Respect the time of candidate, show gratitude 5. Hiring manager should share honest picture about the challenges in the team - avoid disappointments later 6. Recruiters should ensure they set up the candidates for success - prepare the candidates basis the interview round 7. Don't rush - let the candidate prepare & be ready. It's not about closing position, it's about finding right person. It takes time.

- Clearly define the roles and responsibilities. - Growth/career transition and progress roadmap - A work culture that not only talks about the company's goals and ethics in books, but also in practise. - Offer a competitive compensation package (monetary and non-monetary). - Learning and upskilling opportunities at all levels. - An effective leadership team - Consistent communication at all levels. - Sticking to commitments and appreciating each resource. - A transperant and timely feedback process.