14 Ways To Better Attract The Top Talent You Need

Hiring the best people isn’t easy: There are a lot of resumes out there attached to a wide variety of skill sets and personalities. Your company, though, is looking for top-level talent: You need people with strong experience, training and drive, and you’re not afraid to try new things to bring them into the fold, reports Forbes.

But how can you improve your methods to draw in the talent you need? Members of Forbes Coaches Council offer their advice, ranging from hosting webinars to showcase company culture to long-term efforts to build relationships with people before hiring them. Here’s what the experts have to say:

1. Make Sure You Have Top Benefits And Culture

Today, top talent expect to receive top benefits and enjoy a healthy workplace culture in order to commit to working in any organization. Are you offering generous paid parental leave, telecommuting, on-site catering, fitness, dry cleaning and car washing like the Silicon Valley giants? Do your employees feel encouraged, valued and invited to be their authentic, whole selves in your workplace? – Kiran Gaind, The Connected Family

2. Use Live Webinars To Showcase Your Company Culture

Show, don’t tell: We enjoy working with people we like. Top talent look for alternative career opportunities when they don’t feel appreciated in their current role. Using live webinars, you can show your authentic self and give the talent an insight look into your organization, team environments and company culture. This will eliminate 80% of the doubt and uncertainty in your prospect’s mind. – Nader Mowlaee, The Straight Line Systems

3. Be Clear About Qualifications And Needs

Be absolutely clear on the professional and personal qualities, qualifications, and expectations needed to fulfill the job. Highlight incentives and growth opportunities, as well as strategies and mentorship discussions for success and career development. Talented individuals strive for excellence: To do that they need to know the specifics required. – Frances McIntosh, Intentional Coaching LLC

4. Diversify Leadership Among The Generations

Diversifying leadership among the generations will enhance thought leadership and serve a message that the company is open to innovation and collaboration. These are key themes that provide a workplace that is flexible yet stable and attractive to great candidates. – LaKisha Greenwade, Lucki-Fit

5. Offer Telecommuting Options

Per the U.S. Department of Labor, 80% to 90% of the U.S. workforce says they would like to telework at least part time. Two to three days a week seems to be the sweet spot that allows for a balance of concentration-focused work (at home) and collaborative work (at the office). Top talent appreciates a work and life balance, and are attracted to opportunities that allow them to have both. – Jeremiah Desmarais, Lift Capital Ventures LLC

6. Identify Target Competencies And Personalities

One, who do you need: Identify target competencies and personality traits. Two, what do they value: a sense of purpose, opportunity for growth and/or feeling of community? Integrate these into your culture. Three, how can you give people a taste of what it’s like to be a part of your organization: Organize events, offer internships, and support charities. Your reputation will attract the right people to you. – Arno Markus, ResumeBuilds

7. Pay Attention To Layoffs

Pay attention to the companies that are laying off people, then pursue the ones you need. The layoffs don’t have to necessarily be local. People will consider relocating if the company, culture and position are desirable. – Teri Citterman, Talonn

8. Offer Development Opportunities

Top talent require top opportunities. To attract the caliber of employee that will take your company to the next level, create opportunities for impact. Development opportunities must span beyond formal classroom training and performance plans. Your organization needs to offer room for employee creativity and autonomy, and support a high level of “intrapreneurship.” – Lizabeth Czepiel, Lizabeth Czepiel, LLC

9. Create Talent Communities

Most organizations have a handful of roles they are always recruiting for. Rather than leaving evergreen job postings online or repeatedly doing just-in-time recruiting, companies should create talent communities. Design innovative ways for key talent to interact with your recruiting team and internal leaders before you even need them! Share valuable insights and content that create engagement. – Tegan Trovato, Workplace Forward

10. Gain Early Access To Talent

Successful companies begin to engage with talent long before they’re seeking employment. Visiting college campuses, offering internships or inviting local students to take part in a focus group gives you early access to talent. Sponsor students to attend technology council meetings or industry events. Host a table of attendees, speak at events, start a mentoring group or offer company tours. – Debora McLaughlin, The Renegade Leader Coaching & Consulting Group

11. Tune Into Generational Trends

By 2030, millennials will make up 75% of the workforce. They are hyper-connected and tech savvy. Leverage social media to target this generation and ensure your career pages are mobile friendly. Millennials are drawn to collaboration, so encourage employee-referral programs and promote teamwork. They also want their bosses to serve as coaches and mentors, so get the word out about a coaching culture. – Loren Margolis, Training & Leadership Success LLC

12. Make Salary Ranges Public

Employers include salaries in fewer than 10% of job postings. As the labor market tightens, employers will find that omitting salaries hurts. Better: Make salary ranges — and additional benefits like tuition reimbursement, vacation, personal days, telecommuting, and other perks important to employees — visible in job postings. This will be important for “talent acquisition” in the future. – Susan P. Joyce, Job-Hunt.org

13. Get Leadership Involved

Company leaders should be the biggest champions of the brand and culture. Too often, recruitment takes a back seat to business demands and becomes the responsibility of human resources. Senior leaders should take greater ownership for talent acquisition, and look for opportunities to become more involved in promoting the brand — online and in person — to get their vision and values out to the masses. – Amy Phillip, Career Certain

14. Light Them Up!

The right individuals will flock to your posting if you speak their language. Imagine your ideal candidate. How do they think, feel and act? What values are important to them? Why will working for you, or this position, light a fire in their heart? People are emotional, and positions must energetically match the emotions of your ideal candidate. Don’t speak to the head; speak to the heart. – Monique Catoggio, Illumined Life Leadership

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