How to Become a Talent Magnet: A Guide for People & Culture Directors

69% of companies surveyed in 2024 by CIPD reported that competition for well-qualified talent has increased over the last year.

And in today's competitive landscape, the challenge isn't just finding talent—it's attracting and keeping the very best.

The Changing Landscape of Employee Expectations

Over the past few years, employee expectations have shifted dramatically.

We’ve seen the 'Great Resignation' morph into the 'Great Payroll Explosion' and now face the 'Great Expectation,' where inflationary pressures further complicate employee satisfaction.

This shift has led to decreased engagement, performance and cultural alignment.

Only 9% of UK employees feel engaged at work according to Personnel Today .

On the flip side - according to Gallup , companies with high engagement see a +147% increase in Earnings Per Share.

Can you imagine transforming your workforce into one that’s highly engaged—what could that do for your business?

This blog will guide you step-by-step through how to become a talent magnet ?? that attracts - and keeps - highly engaged, well qualified employees.

Steps to becoming a Talent Magnet

1. Define your unique Employee Value Proposition (EVP)

First things first:

Creating a magnet for top-tier talent requires more than just a good job offer.

It’s about crafting a compelling Employee Value Proposition (EVP) that resonates deeply with current and potential employees.

Your EVP is essentially your company’s personality.

It’s the unique experience your organisation offers in exchange for employees' skills and contributions.

Think of it as your promise to your employees.

Just as you have a brand promise to your customers, your EVP is what you stand for as an employer.

What are the key elements of a strong EVP?

• Extrinsic Values: These include pay, benefits, reputation, and services. They are the tangible rewards that attract potential employees.
• Intrinsic Values: These are the intangible aspects like purpose, fulfilment, and culture. Theyare crucial for retaining employees as they align with personal values and motivations.
• Altruistic Values: Modern employees increasingly value social and environmental responsibility. Showcasing how your business gives back can significantly boost your attractiveness as an employer: What sets your company apart? What do your employees value most? oWhat do they want, and why might they leave?

Next, you must utilise Your EVP for maximum impact

Retention: Ensure your internal communications reflect and reinforce your EVP. Alignment and appreciation across all levels of the organisation are critical.

Attraction: Your external communications should leverage all platforms to reach and attract the right talent. Efficiency in tools and technology is vital.

Foundation: A strong culture is non-negotiable. Leaders and middle managers must be aligned and engaged, ensuring the company’s values permeate through all levels.

2. Identify Your Target Audience:

To become a supercharged talent magnet, it’s essential to understand who you're trying to attract. Without a clear picture of your ideal candidates, even the best Employee Value Proposition (EVP) can miss the mark.

Start by asking:

• What are their values and beliefs?
• What motivates them in their careers?
• Are they focused on professional growth, work-life balance, or the chance to make an impact on the world?

Understanding these motivators allows you to craft communications and strategies that directly speak to them.

And make sure that your job listings, employer branding and workplace culture reflect these values. Whether it's highlighting growth opportunities, a flexible work environment or a commitment to sustainability….it is SO important to align your message with what matters to your audience.

3. Engage Your Employees:

Becoming a magnetic employer doesn’t just start with the hiring process; it thrives on continuous employee engagement. When your employee tribe are actively engaged, they become your best advocates—both inside and outside the organisation.

How do you engage your employees?

1. Understand what’s important to them: Conduct regular surveys, focus groups or one-on-one conversations to get to the core of what your employees care about. Go beyond surface-level satisfaction and dig deep into what drives their motivation and commitment.
2. Foster a two-way dialogue: It’s not just about you communicating with employees—it’s about them feeling heard. Encourage open feedback, provide avenues for input and make changes based on that feedback to show you value their insights.
3. Align feedback with your company's purpose: When employees see that their ideas contribute to the company’s broader goals, they feel more invested in their work. Make sure your mission and vision resonate with them and are embedded into everyday tasks and decision-making processes.

Addressing talent attraction and employee engagement is essential for staying competitive.

What's your takeaway from this? I'd love to hear your thoughts.

It's not too late to sign up for our new FREE Masterclass 'How the fog do I...Get my culture change back on track'.

It's a live session on Tuesday 22nd October at 10am - if you can't make it sign up and we'll send through the recording afterwards so you can watch it at a time that suits. Find all the details here >>