Published Feb 10, 2023 3 mins Reading time Back to articles

Solving the talent attraction shortage

Organisations must now persuade employees to choose them. Recent research indicates that the typical job tenure now spans anywhere from 12 months to 3 years. In a job market where talent is not as readily available, employees wield greater bargaining power.

Today, many employees are committed to finding a company whose vision and culture align with their values. They have an array of resources at their disposal to conduct their job searches, extending beyond traditional means to source and find their next job role. 

talent attraction team meeting to discuss talent recruitment strategy

To improve your talent recruitment, follow the below 7 talent attraction tips:

Offer competitive compensation and benefits:

•    Competitive salaries and benefits packages are essential for attracting top talent. By researching industry standards, companies can ensure compensation packages are competitive. Consider additional perks such as health and wellness programs, flexible work arrangements, and opportunities for career advancement to round out your offer.

Craft a strong employer brand:

•     Develop a compelling employer brand that conveys your company's values, culture, and mission. Ensure your company vision/mission and values are highly visible. Employees rate work environment and culture as one of the most important considerations when looking at a new job. Companies need to highlight what makes their organisation unique.  They can do this through showcasing employee testimonials and success stories to provide authenticity to a brand.  Highlighting any unique company traditions, events, or benefits that contribute to a positive workplace culture is also important to showcase across your digital footprint.

Drive greater diversity and inclusion in your workplace: 

•    Diversity and inclusion start from the top down and can widen your recruitment pool and drive retention.  The latest Inclusion@Work Index data shows the overwhelming majority of Australian workers support inclusion at work efforts. Three-quarters of respondents said they support or strongly support their organisation taking action to create a workplace that is diverse and inclusive. Today’s workplaces need to offer an environment where all individuals feel welcomed, respected, and valued to fully participate and contribute.  It's important to develop policies and practices that support diversity. Equity and inclusion, and communicate and demonstration your commitment to these principles and include in your job ads and interview process.

Provide a seamless candidate recruitment experience:

•     Always design your recruitment process with the candidate experience top of mind. The goal is to make the application process as straightforward and user-friendly as possible with the least amount of friction (clicks, excessive online forms etc).  Lengthy or complicated applications discourage potential candidates and increase fall-off rates. Communication is a main area where many companies fall short, by not keeping candidates informed about the status of their application.  Companies should also encourage candidates to provide feedback on their experience throughout the recruitment process. This helps identify and address any potential issues and continuously improve the candidate experience for a continuous cycle of improvement in talent attraction.

Engage in targeted recruitment efforts:

Actively source talent from various channels, including job boards, social media, professional networks, and industry events needs to be part of talent attraction strategy. Different candidates prefer different channels for job searching. By using multiple channels, you cast a wider net and have access to a more diverse pool of potential candidates. This can help you find individuals with a range of skills, backgrounds, and experiences.  Some candidates, especially those in high-demand roles, may not actively search for jobs. However, they may come across your job listings on social media or industry forums, sparking their interest in your organisation.

Leverage employee referrals:

Leveraging your current employees to refer potential candidates is a viable channel for talent attraction. Employee referrals often result in higher-quality hires because they truly understand the culture and values and can select potential talent in their network who would be a good “fit”. As referrals are one the most efficient and cost-effective ways of hiring great employees, many organisations implement a referral incentive program to motivate employees to participate.

Invest in professional development: 

Today’s talent is looking for organisations that invest in their employee's growth and development. Skill and talent shortages have made it harder to attract and retain talent.  Professional development opportunities are a key essential offering to employees. Having a robust L&D program that you can highlight in job postings and interviews for both skill development and career growth is a strong positive form your value offering for new recruits.

Talent attraction is an ongoing effort that requires continuous evaluation and adjustment to stay competitive in the job market.  For more information on best practices when it comes to recruitment and selection, get in touch with our team today. 

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