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by Michelle Fleckner / August 23, 2018

How to Attract Talent in a Competitive Market

Recruiting is a two way street. During the hiring process, prospective employees are interviewing your company at the same time you’re interviewing them.

It’s completely possible to attract the best of the best at your business, but it does take some diligence, foresight, and knowledge of current trends in applicants. Know who you’re looking for. Know what their priorities are, and know how your business aligns with those priorities. Here are some simple ways to attract top talent in your field:

Job Seekers care about socially conscious causes

More and more, consumers prioritize causes and corporate responsibility. In fact, according to a study from Cone Communications, 70% of the millennial generation will prioritize spending on brands that support the same social causes they are interested in.

This extends to the job search, as well. Job applicantsthe millennial generation, and beyondare drawn to work with companies that share the same values and embrace corporate responsibility.

In order to attract the top talent in your business, it’s vital to take a look at how your company stacks up to others on this front. Are you following socially responsible practices? Engaging in philanthropic work? Supporting causes that matter? Does your company have a tarnished corporate image?

It’s not enough to be engaged in good practices: you need to make it clear from the very beginning of the hiring process what your company stands for. Make it stand out. Your values should be so well-presented in your branding that when you ask an applicant “Why do you want to work here?” you already know what they’re going to say.

Job seekers need clarity and ease in the application process

Attracting the best talent to fill positions in your company is imperative, so make it easy for them to apply. Streamline your application process. It shouldn’t be a trial just to get a resume in the door. There are so many different and diverse companies out there attracting talent, so you need to make sure you don’t repel good applicants by having a sloppy website portal for applications.

From the beginning of the process, it’s vital to know exactly who you're looking for, and why. Don’t just open the job search broadly and hope for the best. This will lead to wasted time and unfit applicants. Tailor your approach to attract the applicants you really need. This could mean engaging locally or opening up a broader search. It could involve going after bright minds just out of college or looking for more seasoned employees. That part’s up to you. Just make sure your ads and your outreach match your hiring goals, and offer that clarity and transparency that job seekers value.

Job seekers expect creative and innovative benefits

The people have spoken, and they want to telecommute. According to Wiki.com, the percentage of Americans reporting that they’re interested in telecommuting has risen between 80 to 90%.

This is just one example of the many benefits that Americans are learning to expect If you want to attract the very best talent (and hope to retain their work), it’s necessary to revisit benefits. There are the standard benefits, like health insurance, life insurance, and PTO. But more and more companies are offering innovative benefits: the chance to telecommute once a week, have gym access as part of an employee health initiative, and even encourage employees to volunteer for social causes on company time.

If you want to stand out to top talent, think outside the box. Many of these perks aren’t an incredible drain on your resources, and in fact may be mutually beneficial. Telecommuting, for example, is associated with boosts in productivity from employees. Make your perks a win-win.

Job seekers are looking for growth

As previously discussed, it’s important for applicants to know what you stand for as a company. But it’s equally important for you, as an employer, to know what core outcomes your employees seek.

Okay, so you’ve demonstrated that you have a socially responsible culture, that you’re willing to offer incredible perks and benefits. You’ve tailored your hiring process to make it easy for talent to find you over other businesses. But at the end of the day, jobs are about money. Jobs are about growth in a field. What are some of the factors that turn “just a job” for a prospective employee into an actual career? 

One of those elusive factors, according to Russel Tobin, is career growth. Lack of career growth spurred 46% of millennials to leave a job. Make it clear right from the beginning of the process that your company is interested in promoting from within, and that you reward top talent with growth potential.

By focusing on what job seekers are looking for, you can tailor your social media presence, job application process, and employee benefits to attract top talent. Advertise the good work you do in your community. Offer occasional telecommuting. Emphasize possibilities for growth with your company. Make it easy and simple for applicants to find your business.

Not sure where to start? View Platinum Group’s free webinar series — HR Transformation Challenge. This four part series consists of specific topics on how to: Attract, Retain, Engage and Manage employees and their data.


Finding the right HR Payroll and finance solutions for your business can be challenging, especially when there are so many other responsibilities on your plate. That’s where we come in. At Platinum Group, our HR Payroll and Accounting solutions streamline your workflow so you can focus more on your favorite parts of running your company. Whether it’s our industry-leading HR solutions, simplified payroll or accounting service, our team enjoys everything you don’t so you can grow your business. For more information, contact us today at 828-252-0029 or visit www.platinum-grp.com.

Tags: Payroll & Human Resources iSolved HCM

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Michelle Fleckner

Michelle Fleckner

Michelle joined the team in 2017 as VP of HCM Solutions. Her interest is in helping companies identify areas where streamlining and automating would benefit their HR & Payroll departments. Her strengths are organization planning, revenue generation, customer retention & business process automation.