Companies are competing to attract highly qualified personnel in almost every sector and profession.
As a result, HR leaders focus on how to meet the needs of employees whose skills are critical to the survival of the organization. At the same time, they look to attract new candidates with critical competencies.
The following article will introduce you to ten areas of responsibility, which ensure that you hire top talent as an integral part of your company.
Table of Contents
1. Employer Branding
In the context of a highly dynamic labour market, employer branding is becoming a crucial strategic element. And not just for the success of the company – it is an intangible asset that every company uses to hire top talent.
Research shows that 86% of job seekers do background research on the company before applying there for a job.
That is why every company should clearly define itself and create an identity by integrating principles, goals, activities and tactics into its human resources and marketing management.
To do this, companies must implement target group-specific employer branding measures in order to be perceived as attractive employers by potential applicants.
This gives value to the employer brand – and helps to hire top talent.
2. Active Sourcing
If a company wants to survive the war of talent, traditional and passive methods of recruiting are no longer sufficient.
Unlike trying to draw in employees towards the company, with active sourcing, potential employees are actively contacted.
Active sourcing requires extensive research for suitable candidates. The advantages of looking for staff externally are obvious: the pool of potential applicants is large. Applicants can be selected according to the requirements. They also bring a breath of fresh air and new perspectives to the company.
The active sourcing measure is a targeted and cost-effective way to expand your talent pool and hire top talent. And it can take place online, in the social media area or on talent sourcing tools for recruiters, as well as offline, at trade fairs or universities.
3. Search in the Right Places
No matter how good job conditions you offer – if you are not looking at the right places – you will never hire top talent. This is where CRM recruitment software comes into play. Such software is a sophisticated platform designed to manage relationships and interactions with potential job candidates. By centralizing and organizing candidate information, companies can ensure a more streamlined and effective recruitment process.
You need to ask yourself if are you searching in the right talent pools and if are you using the tools that can really make a difference.
AI recruiting tools are known to be efficient, reduce costs and improve the hiring process.
4. Talent Management
A good talent management concept is recommended for all companies that want to hire top talent.
Such a concept includes measures, methods and strategies that focus on identifying, attracting, retaining and promoting the best workforce.
5. Flat Hierarchies and Pleasant Work Atmosphere
Companies should be prepared to adapt their structures to the needs of their talents to be able to bind them to the company in the long term.
For example, flat hierarchies are sought out by all generations. Flat hierarchies promote a good working atmosphere, among other things, since there is eye-level communication. Also, employees can react more flexibly and consciously to different situations.
6. Work-Life Balance
Just like flat hierarchies and a good working atmosphere, many employees would like to be able to combine work with their private lives. The most popular working time regulations are currently flexible working hours and flexitime.
Flexible work arrangements are a turning point in hiring top talent. Flexible work hours and remote work has also long been a priority for job seekers – about 6 in 10 employed adults say they’re more likely to apply for a job with a remote work option.
7. Opportunities For Advancement and Further Training
Career development opportunities also count as a key criterion when choosing an employer. Career success has a high priority for all generations. In addition, the opportunity for further training is particularly important to the top talents.
Companies that want to create a positive image with their potential applicants should advertise their promotion and further training offers clearly.
8. Put Together Competitive Salary Packages
Studies show that pay does not seem to be as important to employees as the working atmosphere and opportunities for further training and advancement.
Nevertheless, it is a decisive criterion as to whether top talents are interested in a company and whether the interest is ultimately pursued.
9. Responsibility and Variety
Diverse tasks and exciting challenges. HR managers like to advertise jobs with such promises. However, everyday office life often looks very different – namely monotonous and boring.
Office workers spend up to eight hours a week just being bored – 43% of workers admit to being bored at work in a Udemy study.
Managers can create new challenges by giving employees more responsibility and encouraging them to find solutions themselves.
10. Security
Lastly, employee priorities have changed. Job security has become more important when looking for a job. A secure and permanent job is one of the most important factors when deciding on a job – even before nice colleagues and an attractive salary.
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