You’re looking to recruit top talent. What’s the best way to attract the right candidates?

Write a clear and engaging job description: Use the right platforms: Post job openings on relevant websites, job boards, and social media platforms where your target candidates are likely to see them. Offer competitive compensation and benefits Highlight your company culture and values: Engage with candidates personally: Provide a positive candidate experience: Utilize employee referrals

Image makes the most impact while attracting the top talent. Everyone want to work in the organizations with good name and image. We must need to build good reputation so the talented people would like to work with us. Here are some tips and suggestions to establish good employer brand: 1. Ensure that your organization's social media profiles reflect a positive and authentic image. 2. Share content that showcases your company culture, values, and achievements to attract potential candidates. 3. Regularly share content that highlights your company culture, achievements, employee testimonials, and job openings. 4. Promote Diversity and Inclusion.

I believe, to get the best people, show off your company's good side online and be clear about what you stand for. Make job ads that talk about not just the work but also how people can grow in your company. Use sites like LinkedIn to share your company's successes and connect with possible candidates. Make it easy for people to apply and make sure the process is friendly. Pay fairly and make sure your compensation is good. Ask your current employees to recommend people. Go to industry events to meet new potential hires. Keep checking and changing how you find new people to stay updated. Also, make your workplace a positive and welcoming one – it helps keep the good folks around.

You need to be in front of the eyes of top talent across different platforms. It is not just a one day effort but an ongoing process where you intend to build your employer brand by highlighting why you will be an employer of choice and a right career move. Certainly this has to be substantiated with continuous communication of your work culture, employee advocacy stories, growth plans, attractive benefits, work life balance, quality roles etc. If you are out of sight you will be out of mind too of candidates.

- Utilize social media platforms to showcase company culture and values - Provide opportunities for professional growth and development - Create a positive and inclusive work environment - Partner with universities and industry organizations for recruitment events - Implement employee referral programs - Highlight unique perks and incentives, such as hybrid work options or flexible schedules - Showcase success stories of current employees to demonstrate career advancement opportunities

JDs are so underrated. If written well they can create a really brilliant first impression of your business. Make sure you start with a punchy overview of the business and what you do. Next, outline the day to day of the role and what you are looking for in a candidate. If the role level is flexible say that - it's fine not to have an exact list as long as you can paint some sort of picture of what life in your team might look like. Steer clear of dictating the number of years experience. Include information on your organisations values and culture, things that are really important to a lot of prospective employees. List your benefits and a few bullet points as to why someone would love working for you!

O famoso 'combinado n?o sai caro" clareza no escopo de trabalho trás credibilidade e refor?a o compromisso da empresa com seus valores, quanto mais claro o anúncio mais fácil será o entendimento do leitor e consequentemente o interesse dos candidatos válidos para aquele fun??o.

Your network is your net worth too. Leverage your network to spread a word on open requisition and for right candidates to apply.

Sem dúvida redes sociais s?o ótimas para se trabalhar a divulga??o, tanto para bem como para mal, pois a medida que os candidatos podem saber da vaga muitos sem aderência ao perfil podem se inscrever, gosto de mencionar as estratégias para divulga??o para evitar de inscri??es n?o aderentes venham dar volume ao processo sem qualidade assertiva. Grupos ou comunidades focadas em determinadas fun??es ajudam a trazer candidatos válidos e aderentes as vagas

Simple.... Use the best recruiter / headhunter within your businesses niece. No need to overcomplicate things, let the expert recruiter do the work for you.

Nowadays, recruiters rely too much on automation. If you want different results, then do something different. I like to go "old school" and use the "show leather" approach. If you role up your sleeves and put in some elbow grease, then you will find those gold nuggets while panning.

Attracting top talent also requires a recruiter to be a good story teller of what the role entails and why one should explore the opportunity. This will require some work at backend where recruiter is able to clearly able to communicate why a role would be a good match and why one should join respective organization.