Angie Beeston is MD of Evolution 4 Business Ltd, founded 14 years ago, created to support, help and develop individuals and teams through executive coaching, business mentoring, bespoke leadership development programmes, building future leaders, strategic facilitation and team building.
Thank you, Angie, for providing the content for this month's Aspire Jobs newsletter, a topic that we often return to, and fascinating to hear a different take on it....
Attracting top talent is becoming increasingly challenging as companies seek individuals who bring the right skills and cultural fit. The world has changed: individuals’ expectations and priorities have shifted, and personal values often play a significant role in choosing new roles.
As business leaders, we must continuously balance growth, workforce engagement, and organisational sustainability. In my experience working with companies, I’ve observed a strong appetite and drive to create more opportunities for existing teams and to attract new talent who can become valuable assets to the business. New talent will often provide us with innovation and different perspectives, which can be a good way to challenge our thinking and processes.
To improve our ability to appeal to top candidates, consider the following key questions:
- What differentiates us from our competitors?
- Why would a candidate want to work for us?
- What essential skills and mindsets do we need in potential candidates?
- Do we have clarity on the specific skills needed for the role?
So, how can we attract and retain our talent? Consider the following key elements:
Define and Promote a Strong Employer Brand
Your brand communicates your company’s values, culture, and the experiences potential employees can expect. A compelling employer brand attracts top talent by aligning candidates with your mission and goals. Promote your brand authentically through social media, job advertisements with Aspire, and interviews.
Create a Positive Candidate Experience
First impressions matter. Ensure every interaction—from the job posting to onboarding—reflects respect, efficiency, and transparency. Prompt responses, clear communication, and a streamlined interview process help candidates feel valued and increase the likelihood of them accepting an offer.
Offer Competitive Benefits
Top talent expects a competitive package that reflects their worth, extending beyond salary to include bonuses, retirement plans, flexible work arrangements, and health benefits. Regularly assess industry standards and review packages to stay competitive.
Focus on Career Growth and Development Opportunities
A lack of advancement opportunities can be a common reason employees leave. To retain top talent, create clear paths for career progression and encourage professional development. Offer training programmes, mentorship, and support for courses and certifications that align with both employees' aspirations and company needs.
Encourage a Culture of Recognition and Appreciation
Regularly acknowledging employees’ contributions boosts morale and loyalty. Recognition can range from formal programmes to spontaneous gestures of gratitude. Genuine appreciation leads to a more engaged workforce and promotes high performance.
Create Open Communication Channels through Feedback
Establishing open channels and regular feedback loops allows employees to feel heard and valued. Regular check-ins, upward feedback, and anonymous surveys promote transparency, build trust, and provide insights for improvement, fostering a collaborative and committed workforce.
By reflecting on our current processes and making targeted changes, we can adapt our approach to ensure our company becomes synonymous with its values and reputation. Our ultimate goal is to be recognised as an Employer of Choice, where individuals actively seek opportunities to join us.
What changes can you implement to create better opportunities for attracting talented individuals?
Angie, thanks again for a great article.
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