How to attract talent to your organisation

22 Jul 24

The ability to attract and retain top talent often stands as the defining factor of organisational success. But, in a world where the only constant is change, adopting new practices and ideas can often feel daunting. Amid the shifts driven by technology, globalisation and evolving employee expectations, the war for talent intensifies. Sellick Partnership group director Nikki Kinsey explores how to rise above the competition.

Nikki Kinsey

Nikki Kinsey

Have you ever wondered what makes certain organisations magnets for high achievers, while others struggle with continuous turnover? It’s not just about competitive salaries or glossy perks - it’s about creating an environment where talent can thrive.

Before you begin to alter your strategies, it’s important to pause and reflect on your current practices and organisational culture. A thorough self-assessment can reveal interesting insights into the types of people you need, how effectively you’re attracting them, and where your efforts might be falling short.

Assess the gaps in your current teams, clearly define what it is you’re looking for in a prospective employee, and once you have a clear understanding of who you need, assess how effectively your current practices are meeting these requirements. This includes your recruitment channels, employer brand and the selection process.

Top strategies for attracting the right talent

When it comes to attracting top talent, it’s crucial to adopt a versatile approach that goes beyond traditional recruitment methods. Organisations that have the most success are those creating a compelling employer brand, leveraging modern technology, and engaging with potential candidates in meaningful ways.

Here are the top strategies for attracting the right talent: 

Growing a compelling employer brand 

This is the reputation as a place to work, and it plays a pivotal role in attracting top talent. To build a compelling employer brand:

  • Define your employer value proposition (EVP): Clearly articulate what makes your company unique and why someone should work for you. This includes your mission, vision and values, your work culture, and the benefits you offer.

  • Showcase employee stories: Use authentic employee testimonials and success stories to highlight your culture and showcase the opportunities for growth and development that can be achieved.

  • Leverage social media: Actively engage on platforms like LinkedIn, Glassdoor, Instagram, Facebook, X and dare I say it: TikTok (depending on experience level and industry). Share your culture, values and job opportunities. If appropriate, regularly post content that reflects the organisation’s personality and vision and encourage staff to engage.

Engage passive candidates 

Often, the best candidates are not actively looking for new opportunities. To attract passive talent:

  • Build a talent pipeline: Maintain a database of potential candidates and engage with them regularly. This can include sending updates, industry news, or personalised messages. If you work with a recruitment partner, they should have an extensive talent pool of connections that they can speak to.

  • Networking events: Host and participate in industry events, webinars, and conferences to connect with potential candidates and showcase your brand.

  • Employee referrals: Encourage your employees to refer people from their professional networks. Provide incentives to motivate them to participate in the referral programme, for example, you could offer an amount of money to staff (which will be paid after the individual has passed their probation).

Offering competitive compensation and benefits

Top talent is attracted to organisations that offer competitive and comprehensive compensation packages, not focused solely around salary:

  • Market-competitive salaries: Regularly benchmark your salaries against sector standards to ensure they are competitive. You could also take a look at bonuses based on individual or group performance.

  • Holistic benefits: You could also look into retirement plans, wellness programmes and financial support services. Consider adding other benefits such as menopause/menstruation policies, and IVF support.

  • Work-life balance: Promote policies that support work-life balance, such as paid time off, enhanced parental leave and mental health resources.

Showcasing career growth opportunities

Right now, more than ever, candidates are seeking employers who invest in their professional growth and development:

  • Clear career paths: Outline potential career paths within your organisation. Highlight opportunities for advancement and the skills needed to achieve them.

  • Continuous learning: Offer training programmes, workshops, and access to online courses to help employees enhance their skills and knowledge. Consistently ask, in reviews for example, whether there is any training someone would like to undertake and listen.

  • Mentorship programmes: Implement mentorship programmes that pair new hires with experienced employees to provide guidance, support, and career advice.

Emphasise diversity and inclusion

A diverse and inclusive workplace is more attractive to top talent for a number of reasons, it establishes a sense of belonging among employees, and businesses can see fantastic results particularly when it comes to decision making.

  • Inclusive hiring practices: Implement hiring practices that promote diversity, such as blind CV reviews and diverse interview panels.

  • Diversity initiatives: Highlight your company’s commitment to diversity, equity and inclusion through initiatives, employee resource groups, and community partnerships.

  • Inclusive culture: Foster an inclusive culture where all employees feel valued and respected. Provide training on unconscious bias and cultural competence.


This content first appeared as part of a longer article on the Sellick Partnership website.

  • Nikki Kinsey
    Nikki Kinsey

    Group director at professional services recruitment specialist Sellick Partnership

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