Talent
Attraction

Talent Attraction.

In today’s competitive global marketplace, the most successful organisations recognise that talent is the linchpin driving innovation, productivity, and overall business growth.

90%

of CEOs report talent scarcity and a lack of relevant skills for the future of work is in the top five challenges affecting their business. Talent attraction is a top priority.

But modern TA goes beyond offering competitive salaries or perks. It prioritises candidates with diverse backgrounds, experiences, and perspectives. As traditional channels to find talent have become less bountiful, many organisations have opened up more diverse channels and are seeing positive results.

50%

of all job seekers now say they view inclusion as very important in a prospective employer.

A strong, diversity-focused TA strategy brings in a blend of talent that offers fresh perspectives, innovation, and global market understanding in a complex business landscape. Leading organisations do this by blending sophisticated strategies with innovative tools.

In a global analysis of

2,400

companies conducted by Credit Suisse, organisations with at least one female board member yielded higher return on equity and higher net income growth than those that did not have any women on the board.

Precision and targeted hires are central.

Sophisticated TA functions take a multifaceted approach to candidate attraction. In pursuit of targeted reach and efficiency, they tap into niche job sites and programmatic advertising to gain visibility to the right audience.

Passive channels are utilised.

Professional networks and social media, along with traditional approaches, have permeated the talent ecosystem. 100% of best-in- class TA functions have a passive candidate attraction strategy and 68% have dedicated sourcing functions.

Decisions are driven by data.

Data tools allow organisations to evaluate talent supply across geographies, enabling data-driven decision making and allowing TA functions to anticipate trends, adjust strategies, and identify untapped talent.

Diversity is a commitment.

This includes using social media and other non-traditional platforms to attract diverse candidates. By going beyond conventional channels, top organisations demonstrate their commitment.

Technology is used to enhance efficiency.

The rise of artificial intelligence (AI) tools enhances efficiency in recruitment processes and provides insights into candidate fit and potential. And AI’s ability to streamline tasks, such as CV screening, frees TA pros to focus on strategic activities.

Successful TA functions employ a dynamic and multifaceted strategy—underpinned by data and technology—to attract the best candidates. They know they must be innovative and proactive to ensure that their brand communicates values and opportunities that resonate with a diverse, global workforce.

1.

Embrace technology:

Integrate specialised technologies to enhance talent attraction and TA-specific tools to streamline processes. Consider adding AI tools—such as Kelly Helix AI—into your workflow. Also, invest in advanced applicant tracking systems (ATS) to optimise the candidate journey.

2.

Leverage data analytics:

Utilise data analytics for informed recruitment decisions and implement data-driven approaches to assess hiring process performance. Data provides insights into candidate behaviour, preferences, and market trends, helping you make informed decisions.

3.

Diversify sourcing channels:

Explore a mix of channels to reach a broad, diverse candidate pool. Utilise social media, job boards, networking events, and industry-specific channels. Regularly assess their effectiveness to optimise your strategy.

4.

Refine your employer brand:

Continuously examine your employer brand to ensure it aligns with the aspirations of current and future talent.