5 ways companies can stand out to attract top talent

Organizations worldwide are managing the challenges of an ever-changing talent market, with shifting candidate preferences, economic conditions and more. But here’s some refreshing news: even in an unpredictable landscape, there are changes you can make, both small and big.

Forward-thinking TA leaders are planning for the next curve – and taking action to sharpen their hiring strategy. These five steps will help you stand out from competitors and land the talent vital for business success.

1. Evaluate your employer branding & employee value proposition

A strong employer brand is critical to prospective employees: 75% research a company’s reputation and employer brand before applying for a job. They want to see flexible working options, sustainability efforts, and professional development opportunities. Successful organizations are offering all these and more.

You can’t rely on active channels alone to drive the candidate pipeline. Attraction and engagement, specifically for hourly talent, have shifted to an “always-on” multi-channel approach. This increases the number of potential interactions with a job seeker, boosting the opportunity to communicate your company’s EVP and the critical “what’s in it for me” differentiators.

A strong EVP will also help retain your newly hired talent. Studies show that when employees feel aligned with their company’s values, turnover drops by up to 28%.

2. Make sure your benefits reflect the market

Adjust your total compensation package based on evolving candidate expectations. Job seekers want remote and hybrid options, but that alone won’t draw the best people. Take a fresh look at your current approach to explore new ways to attract talent and reinforce your core values. Perks to consider include:

• On-site childcare
• Mental health & wellness programs
• Continuing education stipends
• Additional or unlimited paid time off (PTO)
• Scheduling flexibility Financial planning
• Meal delivery services

3. Update job requirements or minimum qualifications

To maintain momentum in your hiring funnel, be more flexible with what you’re looking for. Focusing on skills provides a broader pool of qualified candidates and helps you stay ahead of the curve. A few ways to do this are by:

• Adjusting the background check component of the hiring process to speed up the application, screening only for must-have items.
• Training people who aren't traditionally qualified, so you'll attract a wider candidate pool.
• Removing assessments or moving them to later in the process when candidates are highly engaged with the opportunity.

4. Revise the application process

Job descriptions must spark candidates’ interest and highlight the value in joining your company. Think about how your job listing is written – language, formatting and the overall application process. Make sure you’re communicating the role and organization effectively. Here are some nuanced things to consider:

• Keep the posting concise
• Avoid technical jargon or acronyms
• Accurately describe the role & benefits
• Use bullet points for easier reading
• Highlight benefits & perks at the beginning
• Include compensation information

A quick and easy application process is just as important as your job postings. Candidates want transparency, personalization and recognition. One of the most efficient ways to accomplish this is with innovative tech. Cielo’s AI-powered software suite offers multiple ways to level up your hiring journey – and achieve better outcomes, faster.

5. Prioritize candidate engagement

Ninety percent of text messages are opened and read within three minutes – creating a much higher opportunity for engagement compared to emails. Job seekers increasingly prefer this type of quick, personalized outreach that increases efficiency and improves the hiring experience.

Boosting your social media presence is another way to connect with candidates, especially Gen Z and other emerging generations. It allows you to showcase your culture and what potential new employees can expect day-to-day. This type of insider look keeps you top of mind with talent.

Today’s complex job market requires talent acquisition leaders to be creative, compassionate and adaptable. Think about what differentiates you from your competitors and emphasize it. Even starting with small tweaks makes a difference – you can note the results and then move on to larger-scale changes.

You don’t have to navigate the fluctuating hiring environment alone. Working with a strategic talent acquisition partner provides the insightful expertise to help you reach and engage the talent you need, now and in the future.