As a business owner, you know how important it is to attract and recruit qualified candidates to your business. Talent attraction is the primary driver of any successful company. You need to have the right people with the right skills and talent in the right job.

Are you using recruiting and retention management to increase your company’s competitive status?

Read more to learn how to address hiring issues to improve your company’s performance by recruiting and retaining capable employees.

Effective Talent Attraction Strategies

Are you struggling to find quality talent and spending too much time, money and energy recruiting candidates who don’t have the skills you need? If so, you’re most likely struggling with high turnover and poor performance.

One of the most challenging and important things you can do for your business is recruiting and keeping highly-qualified talent for your company. Sometimes it’s harder to retain your best talent than it is to recruit them.

Save time and money by putting together talent management strategies that can help you keep your most valuable employees.

5 Tips on Recruiting and Retaining Talent

Recruiting is a critical role for your HR manager. So, having a structured recruitment strategy is essential for identifying and selecting high potential talent. The problem is that your competitors are doing the same thing so you also have to consider the war for talent in your strategies.

Following these five steps can help you be a winner in the war on talent:

1. Know Your Company Culture

You have to have a clear understanding of your company culture in order to attract quality candidates. You’re competing for the best talent so you have to convey what your business has to offer.

Also, having a well-defined brand vision statement, mission and values are essential to recruiting and retaining quality talent. Your positive company culture and attractive brand values are what attract candidates who see a future with your company.

Focus on these elements when defining your company culture:

  • Inspirational and supportive leaders
  • Stellar reputation and values
  • Strong business brand
  • Contributions to society
  • Opportunities for growth and advancement
  • Competitive salaries and benefits
  • Supports work/life balance
  • Recognizes top performers

All of these company culture elements are valued by today’s top talent who look for great employee value proposition.

2. Identify Your Open Positions

The first thing to do is to analyze the requirements for the position you’re looking to fill. Once you identify all your open positions, their sense of direction and purpose, develop a well-constructed job description, that will attract great candidates.

After you have your job listing completed, evaluate your internal talent possibilities for capable candidates first. If you don’t find the right candidate internally, you can evaluate external talent. This lets your employees know that you care about their career growth.

Make sure your candidates align with the skills, aptitude, knowledge and company vision for the job position. Always consider company culture fit, along with job skills. By correctly aligning your candidates with the position, you’ll decrease future turnover costs, increase retention and boost productivity.

3. Attract and Choose Talent

The second step in the recruiting process is to attract quality talent. If you have trouble attracting top-performing talent, you should identify what attracts candidates and then establish your company as a choice employer.

Every industry has its own demand, salaries and company culture to attract employees. Competing for talent is a challenge so you might have to spend more to attract the best new hires.

When you’re choosing talent, look at more than job experience and education. Keep these soft skills in mind when hiring.

  1. Interpersonal skills for teamwork
  2. Communication skills
  3. Problem-solving skills
  4. Detail-oriented
  5. Empathy for others
  6. Adaptability

All of these soft skills make for a happier workplace. They help your employees communicate, resolve conflicts and discover solutions to project challenges.

If you can beat out your competition for quality hires, it means more profit for you in the long run. So, allocate your funds according to the level of skills you need to meet the requirements of the vacant position.

4. Ask Your Current Employees

If you can’t find the right candidates from your internal talent pool, ask your employees for recommendations. They already know your company’s vision and values, so they understand what you expect from quality talent.

Also, they’ll only recommend people they think will be a good fit for your company culture. After all, they want to work in a positive workplace, as well.

You could even set up an employee referral program that rewards employees who find top talent. Examples of employee referral program rewards include incentives, recognition, referral bonuses and gamification for earning points toward prizes.

5. Retain Talent

Employee turnover has a major impact on your company’s growth. This is why it’s so important to retain your employees and fill your open positions internally. Investing in your own talent pool improves employee engagement and loyalty.

Identifying your internal talent to fill critical positions has a positive impact on your company’s success. By recognizing high performing employees and offering them opportunities for advancement, you boost job satisfaction and retention.

Young professionals want challenging assignments and responsibility for making decisions. They expect support from management in areas like personal growth, frequent feedback, mentoring, training and interacting with upper management.

If you show authentic concern about your employees’ personal growth, you’ll retain your top talent.

Qualified, Capable Talent Is Critical for Your Business Success

Now that you know how your human resources team can attract and recruit top candidates, you can find individuals who best fit your company culture. Talent attraction is a strategic approach that involves creating an attractive culture and identifying candidates who align with your vision and values.

Any company that wants to survive needs to attract and retain high-quality talent. You know this and so do we. Contact us for more information on recruiting and keeping talented employees.

We offer tools and guidelines to assist HR managers in the identification and retention of high-potential employees.

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