How to attract top talent in the company we work for is perhaps one of the most frequently asked questions in many HR departments. It makes a lot of sense, given that attracting talent is essential for any organization’s short-, medium- and long-term success.
The problem is that one thing is the desire and another, not always similar at first, is the reality. This means that if you want to attract top talent in a particular company at a specific point in its life cycle cannot be done in any old way.
All companies want to attract the best talent to their teams, but not all of them bother to do it in the best way, and others simply have difficulties of some kind when it comes to achieving it. In this post, we discuss ways to attract top talent.
5 ways to attract top talent in companies
There is a practically unanimous consensus that a poorly carried out or improvised recruitment, selection, and hiring process is a source of problems. These problems detract from the human and economic efficiency of the organization, which is why it is advisable to avoid them. Here are five lines of action that you can take into account so that the best employees become part of your team.
1. Have a good marketing strategy
The marketing department is crucial in making the company known to the outside world and building an excellent external reputation. Who we are, what we do, why we want to do it, and what our corporate purpose is for the future are key elements that the public must clearly understand, including future employees of the company.
Therefore, if the marketing strategy is right, other areas of the company can also benefit from this work, including the Human Resources department. If, in turn, these professionals manage to get the best employees to join the team, the benefit will be passed on to the entire company.
2. Have a good inbound recruiting strategy
It is essential to use only the necessary resources to search for talent, trying as much as possible that the best-qualified workers for the vacancies are the ones who approach the company.
Fortunately and more or less spontaneously, inbound recruiting is something that sooner or later ends up happening as soon as a company has a certain presence on the Internet and a minimum amount of prestige. However, it is advisable not to let it just happen but to optimize this process in an orderly and strategic manner.
3. Take advantage of internal promotion processes
When a vacancy needs to be filled for a current position or a new job is created, we first think of the typical selection process to attract external talent into the company. However, all HR managers, especially those in large companies, know that in addition to inbound recruiting, there is also the use of the organization’s existing staff.
In this sense, it is essential (and economically more efficient) to learn to select personnel “from within”, either by promoting or changing departments of current employees or by enhancing their network of contacts, thus extending the reach of the company’s “radar”. On the other hand, it is not advisable to neglect contact with talented former employees. Perhaps at some point, a proposal can be made to them to return if necessary.
4. Improve selection processes
Mistakes in selection processes (which result in hiring an unsuitable candidate or someone who is valid but does not meet the agreed conditions) have significant consequences at different levels: they cost a lot of resources and worsen the team’s performance as the company’s internal reputation. In short, they do not leave a good impression on anyone involved and should therefore be avoided. Therefore, innovation and creativity during recruitment processes, as well as training to carry them out, are essential to attract top talent and prevent these dysfunctions.
For example, always in a thoughtful and controlled manner, try to show a lot about the company and the role at each stage of the process, not only in some phases or with some candidates. Remember that it is not about the employee begging to join the team but about convincing them to do so.
Processes need to be robust, with the ability to attract the attention of active job seekers but also those individuals (and there are many) who are not on the hunt for a better position than the one they have but who could join the team if the right opportunity arose for them.
5. Boost training before recruiting
As we mentioned in step 3, we sometimes think that talent attraction always comes from the outside: recruiting into the company those talented workers who are not yet part of it.
However, what if the talent is already inside but hidden by tasks and processes that do not allow it to emerge?
That’s why we talk about internal selection processes, including recommendations made by employees about people they know and consider suitable to join the company. In addition, in this area, we also talk about investing in training for employees, renewing tasks and innovating with them, giving opportunities, encouraging commitment and a sense of belonging so that employees who are already part of the team continue to make an effort and put their ideas and skills at the service of achieving the objectives.
Caring for emotional well-being in organizations
To convey this idea, our team of psychologists, experts in workplace well-being, has created an emotional well-being program for companies that brings relevant benefits to the entire team, including Human Resources managers.
These managers perform a job that has a significant influence on the final results of the company, and much of that influence begins at the moment of contacting the most talented workers. Hence the importance of supporting them to minimize errors and problems that may arise. That’s why, through our program, they can receive personalized and data-based advice on improving the psychological well-being of the teams they are in charge of. Are you part of the Human Resources department of your organization? Try our program now to see how it could help you.
In addition, this program offers all employees a complete mental health care service that they can access in different ways depending on their needs. Those who wish to have access to an online therapy service with one of our psychologists specialized in cases like theirs or interact with one of our professionals to receive emotional support in a more specific circumstance that worries them.
Of course, in our Resources section, you can find different materials, such as podcasts, HR guides on various topics (for example, the employee experience or how to design a strong HR strategy), or interviews with top HR managers. In addition, we have a Psychosocial Risk Factors Template, which you can use to comply with the requirements of the Labor Inspectorate.
We hope you found this post about how to attract top talent to your company interesting. If you would like more information about our emotional well-being program for companies, simply request it, and we will contact your team as soon as possible.
