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Sara Riggs shares experience and insights in our guest blog post, Are You Ready to Attract Top Talent To Your Organization?Riggs is Senior Vice President and Head of Swoon Staffing, where she works to create even more collaboration between Swoon’s recruiting and sales teams to build a true synergy. She has 15 years of experience in the staffing industry. Riggs’ expertise has advanced through the recruitment ranks with her determination, passion, strategic vision, and unwavering commitment to organizational growth, her team, and Swoon’s customers.
Ready to Attract Top Talent To Your Organization
Attracting top talent is a crucial factor in the success and growth of modern businesses. To build a high-performing staff, you must implement effective strategies that entice the best candidates to join your company.
If you are ready to level up your team with talent at the top of their game in your industry, we’ve got you covered!
Today, we’re sharing tips to help you attract top trailblazers and game-changers who will ensure your organization rises to the top.
Develop, Define, and Own Your Brand
Your employer brand provides insights about your organization as it functions for employees. It serves as a marketing tool to define and showcase your organization’s values, mission, and culture to potential candidates. When developing your brand, focus on what sets your organization apart, highlighting unique selling points such as a supportive work environment, a diverse workforce, and opportunities for professional growth and work-life balance.
Craft Detailed and Enticing Job Descriptions
With your well-developed brand and a request for a new employee, it’s time to compose a strong job description. The candidate search officially begins once you craft and release the job description, which serves as the first impression of the position and your organization. Ideally, this line of thinking will make it easier to decide what to include.
Here are some core elements that the best job descriptions include:
- A thorough description of the position and its requirements, such as education, qualifications, certifications, and skills
- Unique company benefits, such as professional development opportunities, work-life balance initiatives, and well-being programs
Broaden Your Candidate Search
If you limit your talent search to one or two places, such as an online job board or LinkedIn, consider casting a wider net. Consider options including collaborating with local university career centers, seeking referrals through employees, attending job fairs, and working with a professional staffing agency. Keep each search fresh by exploring new possibilities to find the perfect new team member.
Provide a Positive Candidate Experience
Remember how we talked about developing your brand? Providing a positive candidate experience is a vital way to protect your brand. Today’s candidates have several online venues where they can deliver a devastating blow to an organization’s reputation. Research has shown that candidates who have had a negative experience are more likely to tell others either through a review or through word-of-mouth. It’s a good rule of thumb to assume each candidate is researching reviews on websites and social media platforms.
If your hiring team is overwhelmed, consider investing in an applicant tracking system (ATS) to ensure you maintain consistent communication and avoid dragging out the hiring process too long for each candidate without an offer or a polite rejection, even if it is subtly boilerplate. Closure, good or bad in this case, is preferable to silence.
In Conclusion: Ready to Attract Top Talent To Your Organization
We hope you will try these tips and strategies to attract and win top candidates for each position. Don’t stop here. Regard this article as a launch pad, inspiring you to keep seeking, adopting, and using new trends, tools, and platforms to let candidates know all the great things your organization has to offer and how they shouldn’t miss out on becoming part of it!