The Keys To Talent Attraction

Talent attraction is not a mystery; it’s a process. By adhering to a few key steps, you can hack the principles of talent attraction and bring top-notch candidates directly to your company’s doorstep. Recruiters need to embrace their influence and implement a powerful plan.  If your company does have an owner for talent attraction and they don’t have a seat at the table, your business needs to fix this immediately!

If your hiring process currently feels like you’re taking a shot in the dark, read on. The following time-tested recipe for talent attraction will unlock seamless recruitment for your company. From the job description to the candidate experience, we have outlined the keys to successful talent attraction below.

Don’t even think about launching a recruitment process until you’ve crafted a bulletproof candidate experience. You would never host an event without developing a detailed plan including the menu, attendees, content, and venue.   Treat the candidate experience like a well planned event. The details are important at every single stage of the experience.

A world-class candidate experience starts before the candidate even applies. Our four-part series covers this in further depth, but it’s critical to involve the entire company in the recruitment process. Staff should be brief on why the company is hiring. This helps establish clear expectations around the timeline and interactions with candidates.

Once the actual evaluation process begins, the strength and predictability of the candidate experience become even more critical. Provide straightforward expectations and consistent communication. Be transparent during every phase and treat them like an honored guest from first interview to final contract signing.

A job description is far more than a list of technical or functional requirements. It needs to be written in such a way that it excites the candidate, rather than a dull collection of duties and responsibilities. Think like the applicant: What would be attractive to you?  How is this opportunity going to improve my career?

Make the position sound like an opportunity and not a job. Candidates know they are applying for a job, but they might need help imagining the possibilities and opportunities inherent to the role and the company.

Finally, use a title that stands out on job boards without being overly creative. Meaningful keywords can make a major difference in attracting bold candidates. For instance, “Web Applications Development Leader” or “SaaS Product Owner Marketing Automation”  is far more descriptive  than “Software Engineer” or “Product Manager.”  Remember, the recruitment title doesn’t need to be the title that the candidate receives when they are hired. You can work out the level and specific title in the interviewing process. The recruitment title is your chance to stand out by answering the question, How does this position look different in this company versus other opportunities?

When you are talking with candidates initially, you need to have a plan for telling the story. Don’t just grill them with a repetitive script. The two secrets to great interviewing are storytelling and listening. Begin by giving a brief history of the company and what differentiates it in the market. The candidate should have already done some research, but this is your opportunity to introduce key themes and set the tone for the evaluation process.

Next, continue to weave the story and explain why the role is open. What impact can this role have on the company? How does it fit into the other departments? Spin a tale about company projects and visions for the future. Describe how this opportunity can lead to career growth for the candidate. The key to nailing this stage is to tell an amazing story where the candidate is the protagonist—and the candidate can picture themself in that role.

The quality of the invitation dictates the quality of the candidates who come in the door. By creating a beautiful and meaningful URL, you’ll achieve better results when it comes to attracting qualified job-seekers. After all, this is the descriptor that will represent your company and the position on the Internet. It will be shared across professional networks and within your industry, including via email, social media, and more. Make sure it’s attractive, clear, and on-brand. Use a custom URL shortener like Bit.ly if your Applicant Tracking System (we highly suggest JazzHR) won’t create a friendly link for you.

Ready to implement a talent management strategy at your company? Reach out to Bell Falls Search.