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Attracting Top Talent: Five Strategies for Successful Recruitment

Middle aged businesswoman in a conversation with a colleague. Lawyer consulting client during formal meeting. Job interview and hiring process. Diverse colleagues discussing project concept

Attracting top talent has never been more important. In a robust economy, industries and sectors are growing and seeing a need to hire and retain top talent. Companies hiring new employees are looking for individuals who can think well, have skills, and can work well with others. However, we regularly hear employers say “I can’t find anyone to fill my open positions.” People are job hunting and will make a change if it is the right fit.

Attracting and Retaining Top Talent: An Ongoing Effort 

Back in the day, people started working for an organization after finishing their education and stayed with the same organization until retirement. They had opportunities to grow, increase their salary, and transition their daily job duties during their tenure. They also had a pension they were investing in and the longer they stayed with the company, the greater that pension would be when they retired. Companies and employees invested in one another and were loyal to each other.

This type of company culture is rare in today’s workplace. Trends have shifted. Employees look for stepping stones and opportunities where they can learn a new skill or advance their careers. According to the Bureau of Labor Statistics, the average worker currently holds ten different jobs before age forty, and this number is projected to grow.

Strategies for Attracting Top Talent Goes Beyond Your Recruitment Process 

What can you do as an employer to attract talented individuals who are looking for a career change or advancement opportunity? Here are five strategies to incorporate into each step of your organization’s hiring process and beyond:

  1. Be admirable. Look at how your company operates, how you hire, and what you invest in. Set goals to recognize employees, appreciate talent, and invest in causes employees care about. Sometimes brand placements can be as important as intentionally giving back to the community or paying staff above minimum wage.
  2. Be flexible. Reassess your needs and create opportunities for non-traditional workers to inspire a more committed workforce. Offer flexible scheduling to allow parents to drop kids off at the bus stop. Remove the college degree as a job prerequisite and look for talent and abilities instead. Recognize that people’s lives change and that if your organization is flexible with them when they need it, they will be loyal to you.
  3. Be Innovative. Respect the people you hired. Encourage an environment where employees are trusted and have autonomy. Allow space for staff to think creatively, reward your team for taking risks and recognize individual successes.
  4. Be fair and transparent. Pay equitable wages across rank, gender, race, etc. to build trust between employees with the organization. Schedule annual performance reviews and raises to manage expectations and maintain fair compensation for work. Good leadership recognizes the value of equity and how it contributes to a strong fiscal bottom line.
  5. Be respectful. Everyone deserves a work-life balance. Respect people’s work hours and vacation days. Rewards commitment and hard work, and allow your employees to enjoy life outside of the office.

Even when it is difficult to find the right people to hire, they are out there. The most important thing you can do as an organization is offer career pathways with opportunities for employees to learn, grow, and develop throughout their time at your company. As your company sees economic expansion, make sure that everyone is engaged and benefiting from that growth.

About JFCS Career Services

JFCS Career Services supports job seekers and employers to create a diverse regional workforce. Have Questions? We’re Here to Help. Contact JFCS Career Services at (412) 422-5627 or visit careerservices@jfcspgh.org