10 Proven Strategies to Attract and Find Top Employees

Finding and attracting the best talent is crucial for organizational success. However, because of changing candidate expectations and talent shortages, recruiters and hiring managers face challenges with where to find job candidates. 

Experts project that by 2030, there could be a global shortage of nearly 85 million skilled workers. This could lead to an annual loss of  $8.5 trillion in unrealized revenues globally. In the tech sector alone, the U.S. could face a deficit of over 6 million workers by 2030, losing $162 billion in annual revenues.

This article provides a guide for recruiters and hiring managers to find employees. It outlines 10 employee recruitment strategies for hiring managers to attract the best talent.

1. Develop a Strong Employer Brand

A compelling employer brand can differentiate a company in a competitive job market. Here are some tips for developing an employer brand:

• Define and communicate company values and culture.
• Showcase employee testimonials and success stories.
• Maintain a strong online presence through the company website and social media.
• Deliver on employer brand promises.

Companies with a strong employer brand see a 43% decrease in cost per hire. Job seekers are always looking for employers that align with their values and offer a work environment that includes career development opportunities, autonomy and remote work options. Statistics show that nearly 75% of job seekers consider an employer’s brand before applying.

2. Implement Data-Driven Recruitment Strategies

Hiring managers must use data and analytics in the recruitment process. Data-driven recruitment can improve hiring efficiency and quality. Some key metrics include: 

• Time to hire
• Cost per hire
• Source of hire
• Quality of hire
• Candidate experience scores

These metrics can optimize recruitment strategies and help you make informed decisions. Using AI and machine learning tools to analyze recruitment data can improve hiring outcomes. Nearly  62% of recruiters have an optimistic outlook about AI’s impact on recruitment, and 27% say they’re actively using it. At least 30% of businesses plan to invest in AI-driven recruiting solutions.

3. Leverage Employee Referrals

Employee referrals have the highest applicant-to-hire conversion rate — around 7% apply, accounting for 45% of all hires. Employees hired through a referral program have a 45% retention rate after two years compared to only 20% for those hired from job boards. 

Here are some tips for creating an effective employee referral program:

• Offer incentives for successful referrals.
• Make the referral process easy and transparent.
• Regularly communicate open positions to employees.
• Provide feedback on referrals to maintain employee engagement.

Employee referral programs can be a powerful tool for sourcing diverse candidates, encouraging employees to refer candidates from diverse backgrounds, helping establish incentives for successful referrals and providing the opportunity to leverage employee networks to identify talent.

4. Optimize Your Job Descriptions

Well-crafted job descriptions can help attract the right candidates. Here are some tips for writing effective job descriptions:

• Use clear and concise language.
• Highlight key responsibilities and required skills.
• Showcase company culture and benefits.
• Use inclusive language to attract diverse candidates.
• Incorporate relevant keywords for improved searchability.
• Emphasize growth opportunities within the role.
• Focus on essential skills and experiences.
• Use skill-based descriptors that do not imply gender preference.

It’s important to ensure job descriptions are not too long, as posts with 150 words or less will likely receive more applications than longer posts. In addition, job descriptions that use gender-neutral language attract 42% more responses than those with gendered language.

5. Embrace Social Media Recruiting

Nearly 79% of job applicants use social media in their job search. There are various social media platforms that you can leverage for recruiting. LinkedIn is very effective for professional networking and job postings, while X (formerly Twitter) can be useful for sharing company culture and engaging with potential candidates. 

Social media can be effective in attracting both active and passive candidates by:

• Reaching a wide range of potential candidates
• Showcasing company culture 
• Creating engaging content that highlights company values and work environment
• Measuring the effectiveness of recruiting efforts through social media analytics

6. Implement a Robust Candidate Engagement Strategy

Effective engagement can improve candidate experience and increase the likelihood of attracting top talent. Nearly 80% of job seekers think they would not reapply to a company that didn’t notify them of their application status. Similarly, 52% of candidates are more likely to engage with a company if they receive feedback on their interview. 

Some key strategies for engaging candidates include:

• Personalized communication and timely updates
• Interactive assessments and job previews
• Virtual office tours and team meet-and-greets
• Transparent communication about the hiring process and timeline
• Gathering and acting on candidate feedback

7. Utilize Diverse Sourcing Channels

Hiring managers and recruiters should use diverse sourcing channels to find qualified candidates. Some of these sourcing channels include:

• Job boards and career sites
• Professional associations and industry events
• University partnerships and campus recruiting
• Diversity-focused job boards and organizations
• Talent communities and pipelines

8. Streamline the Application Process

Hiring managers should implement a user-friendly and simple application process to attract top candidates. Nearly 60% of job seekers quit while filling out job applications because of their length or complexity.  Streamline the application process by: 

• Simplifying application forms and reducing unnecessary fields
• Enabling one-click applications through platforms such as LinkedIn
• Optimizing for mobile applications
• Using automated tools for initial screening 
• Providing clear instructions and estimated completion times
• Providing personalized communication during the hiring process

9. Offer Competitive Compensation and Benefits

A competitive compensation strategy should:

• Reflect market research on salary trends.
• Include performance-based bonuses and incentives.
• Include health and wellness benefits.
• Offer flexible work arrangements and paid Vacation.
• Offer professional development and career growth opportunities.

Hiring managers should communicate the full value of the compensation package and highlight monetary and nonmonetary benefits. Companies should also focus on employee well-being, including physical and mental health, work-life balance and a supportive work culture.

10. Leverage Technology and AI in Recruitment

79% of recruiters believe AI will play a significant role in talent acquisition. Various technologies can improve the efficiency and effectiveness of the hiring process, including:

• Applicant tracking systems for managing applications
• AI-powered resume screening and candidate matching
• Video interviewing platforms for remote hiring
• Predictive analytics for assessing candidate fit and potential
• Chatbots for initial candidate engagement and screening

AI recruitment tools can help improve hiring outcomes, reduce bias, improve candidate engagement, streamline screening and increase transparency. 

Revolutionize Your Recruitment: Implementing Strategies for Success

The strategies discussed above can help hiring managers: 

• Improve the quality of hires
• Reduce time-to-hire
• Enhance your employer brand
• Improve the recruitment process 
• Improve business outcomes 

If assessing your recruitment strategies and identifying areas for improvement interests you, contact our team today.