How To Attract The Best Talent NOT on the Market

Are you struggling to attract top talent to your company? Maybe you feel like the best candidates are comfortable in their job or have already landed their dream role?

Don’t be fooled into thinking that this is true. According to Linked In ‘80% of professionals are open to hearing from recruiters, even when not actively looking for a new role’ so sometimes it’s best to make that first move and proactively approach the people you feel would be suited to your company. Creating the best possible experience for applicants during the hiring process is absolutely essential – from your reputation, to the interview process and your approach to communication, here’s how to ace the recruitment process…

1. Your Brand Is Everything

Brand identity plays a key role in attracting candidates. While conducting research, candidates will explore your public profile; from your website to social media, be sure to seize the opportunity to convey your company culture, brand values and team spirit. If you have amazing incentives – shout about them online, dream team to rival – capture it on socials. One advantage of using a specialist HR recruiter, like Sarah McKenna, is that they are able to further amplify your message when working with candidates on your behalf.

2. Be Transparent

The market is growing increasingly more competitive and we now know that candidates will only move for the ideal role. Flexible hours, professional development, and hybrid working are some of the most popular reasons for accepting a job offer. A competitive salary also helps to secure your dream candidate. With all of this in mind, transparency during the advertising process is vital. Be clear on numbers, highlight positives – but at the same time – don’t guise over the tough parts of the job. A candidate has to know what they’re saying yes to and this is where Specialist HR Recruiter Sarah McKenna can step in for you, communicating all aspects of the role to the candidate when you don’t have the time to do so.

3. Feedback Is KEY

Job seekers value feedback, both positive and negative, because how else does a candidate improve if they don’t know what their strengths/weaknesses are. Feelings of deflation are common after receiving a ‘no’ post interview, with little to no feedback as to why it’s a ‘no’. Often, internal teams are too busy to spend time offering this feedback. Failure to offer comments, or areas to focus on for other interviews, may jeopardize the impression you leave on the candidate. However, a specialist HR recruiter can dedicate the time necessary to offer valuable feedback, meaning candidates still walk away with a positive experience of the company and recruiter, even if they have been unsuccessful.

4. Don’t Delay The Process & Communicate, Communicate, Communicate

Convinced you’ve found your ideal candidate? Don’t waste any time trying to negotiate lowball offers which are less than what the candidate was hoping for. This just won’t cut it, especially with the current cost of living crisis. Use a specialist HR recruiter to have these honest conversations with the candidate for you, allow them to explain the job offer in full and reasons why they absolutely have to accept it! It’s imperative to show how valued the candidate is to you and that you can see their worth.

Once an offer has been accepted, don’t let the line run cold, get contracts sent out and signed quickly. This will make the candidate feel further valued, proving how excited you are for them to join the team. And while you’re waiting for the candidate to complete their notice period, why not arrange some on site tours, or a coffee catchup, this will keep engagement levels high during that strange limbo stage.

Ultimately, when every aspect of the hiring process is paid attention to and modified accordingly, rather than overlooked, attracting the best talent won’t prove too difficult. Additionally, working alongside a specialist HR recruiter opens your business up to wider opportunities – including access to the right resources, an established talent pool, and a credible channel to raise your profile through.