The Key to Attracting Top Talent in a Labour Shortage

Building a workplace that naturally attracts talented individuals is perhaps the most effective approach to recruitment. Rather than actively seeking out candidates, they will be drawn to your organisation. An essential element in achieving this is establishing a strong employer brand, which reflects how your business is perceived by potential employees.

Companies that are renowned for being exceptional workplaces possess robust employer brands that significantly enhance their appeal to candidates. However, creating a positive employer brand requires a top-down approach and must permeate throughout the entire organisation.

It cannot be fabricated by the marketing team alone; it must be genuinely embodied by everyone within the company. This is particularly crucial in the digital age, as the internet provides a platform for former employees and candidates to publicly express their opinions and expose any instances where a company fails to live up to its promises.

To enhance your employer brand, consider implementing the following strategies:

1. Foster a culture that inspires employees to refer individuals they believe would be a good fit for your organisation. By effectively establishing a team of proactive recruiters across all departments, you increase the likelihood of hiring successful candidates.

2. Promote a leadership team that nurtures transparency and fairness within the organisational culture. It is vital to avoid hiring leaders who would create an unsuitable work environment, regardless of the perks offered. Employees seek to make a meaningful impact and feel valued by their superiors. Competent managers, in turn, aid in employee development and fair recognition.

3. Engage and motivate employees to become brand ambassadors. Satisfied and engaged employees can serve as powerful recruiters, leveraging platforms like LinkedIn, which boasts a user base of 75% of employed individuals, to reach millions of passive candidates.

4. Develop a positive candidate experience throughout the recruitment process. The candidate experience profoundly influences your ability to attract top talent. It encompasses every interaction from the moment individuals express interest in a job opening until a final decision is made. This experience serves as a window into the soul of your company, revealing the extent to which it supports and engages candidates, and consequently, its employees.

5. Treat unsuccessful candidates with the utmost respect and consideration. In any recruitment process, only one person secures the position, leaving potentially numerous individuals disappointed. Mishandling rejected candidates can tarnish your organisation's reputation, as they may share negative experiences with others. It is crucial to be responsive and provide meaningful feedback to maintain a positive image.

A negative candidate experience not only deters future applicants and negatively impacts your talent pipeline, regardless of the resources invested in recruitment campaigns, but also harms your business:

• 52% of organisations that prioritise candidate experience saw increases in revenue of 10% or more.
• Virgin Media found poor candidate experience was costing them $5.4 million USD per year in cancelled subscriptions.
• 78% of candidates say the overall candidate experience they get is an indicator of how a company values its people.
• Organisations that invest in a strong candidate experience improve their quality of hire by 70%

6. Ensure the onboarding process meets new employees' expectations. A seamless transition from the candidate experience to the employee experience is essential to retain the hard-earned recruits. Maintain regular communication with new hires from the time they accept the offer until their start date, cultivating a relationship that fosters loyalty. A well-structured introductory program upon their arrival will enhance engagement, accelerate productivity, and increase the likelihood of long-term retention.

By implementing these strategies, you will not only save time and money in the long run but also attract the most talented individuals to your organisation. Remember the following:

• Recruitment expertise should be a core competency for all leaders.
• Strive to become an influencer on social media platforms, leveraging your personal brand to attract talent.
• Dedicate time and effort to consistently engage with and source potential candidates.
• Cultivate, promote, and hire competent leaders who embody the desired organisational culture.
• Look within your organisation and think creatively, as the ideal candidate may already be present.

Building a workplace that naturally appeals to top talent requires a holistic approach to shaping your employer brand and implementing effective recruitment strategies in a labour short market.