Daniel Martín
By Daniel Martín on December 27, 2022

Recruitment strategies to attract top talent

Recruiting high-performance employees is a top priority for many companies, especially during this so-called Great Resignation. 

Whether you’re a global brand looking to boost your business or a small business trying to create a more cohesive organization, we’ve put together some actionable considerations on how to attract top talent.

In this article, you could find some tips to help you set up your recruitment strategy for success – and the shortcuts to keep you ahead of your competition. But how do you go about creating a great recruitment and talent sourcing strategy? 

1. What is a Recruitment Strategy.

A recruitment strategy is a clear-cut hiring plan that sets out how your business will attract, hire, and onboard talent. It should be tied to your overall company objectives and include your talent requirements and skills gaps, describes why you’re looking for them and explains how you intend to recruit them to your organization, including the tools or technologies you plan to use.

To increase your chances of winning in 2022, we’ve listed 12 top recruiting strategies. Let's get cracking!

12 recruitment techniques you would need to use

  • Leveraging your employer brand

Recruitment marketing will show candidates that you value your team members and boost your employer brand straight away.  Simplifying, The reputation of your business has with you jobseekers. You need to attract the best professionals and that is only achievable if you have a brand that professionals want to work for. 

Take a dive into how John Lewis boosts its employer branding. Its profit-sharing arrangement with its employees encourages a unified team that feels part of the company’s culture and success. Despite having to actually cut bonuses because of Covid 19 Crisis, the sense of team still holds true and John Lewis continues to be regarded with affection by employees.

  • Improving job postings

Job postings are the first opportunity to make a positive first impression, make it a good one! Make job descriptions detailed, concise, and relevant. 

It has to represent your company culture. Be Transparent about salary range and requirements to make it an irresistible one.  

Candidates want to know what kind of salary to expect and they do their own sleuthing on sites like Glassdoor or Salary.com.

  • Treat candidates as customers

Treat Your Candidates As Well As Your Customers. The best candidates evaluate where they want to work, as customers decide where to shop. Treat every candidate keeping the interview process friendly, and be open to listening and encouraging honest feedback from them. This would empower candidates to stay engaged in the recruitment process. There’s a growing need for genuine communication and personal approaches throughout the Candidate Experience. 

  • Expanding your company culture on social media

From social media, you can show your workplace culture and give candidates an idea of what it’s like to work for your company. Social media is an excellent way to expand your vacancies. Inspire your candidates to apply for any available job within your company. 

And don’t forget candidates look to your social media to learn about any job opportunities. Don’t underestimate the power of sharing your open roles on social platforms. Recruitment videos are a powerful vehicle for boosting your company’s brand while recruiting high-quality candidates. 

  • Creating asynchronous video interview

Asynchronous video interviews are an emerging trend in the hiring process. Candidates receive a link to video interview software where they respond to the questions which are then reviewed by multiple decision-makers and recruiters. They can record their answers whenever they have the time. It can be after work hours, or at night, so candidates have control over where and when the interview takes place.

  • Contacting qualified employees.

All the HR departments got an employee database (only if you manage an HR Software) so you could offer them a new position they could fit better. 

Those who left your company or current employees may be suitable candidates for new roles within the company.

  • Employee referral program

Employee referral programs are a powerful way to harness your employee's contacts and help fill vacant positions at the company by recommending qualified candidates. Encourage your employees to refer high-quality candidates offering bonuses and incentives. They know your organization better than anyone outside it. Besides, who is going to refer a bad candidate if their own interests are damaged?

  • Collaborative hiring

Collaborative hiring is one of the most important modern recruitment techniques. It is a process that brings additional members of your operation into the recruiting system, such as managers or board members. 

Collaborative hiring provides better-fitting, strong hires, and provides candidates with their best candidate experience. It also improves your retention rate and saves time and cost to hire.

  • Invest in an application tracking system (ATS)
  • An Applicant Tracking System (ATS) is a must-have tool for any organisation and HR team. Your ATS should act as the central platform that gives recruiters access to every candidate's information that can be used at every stage of the recruitment process that you could manage. It helps communicate with your candidates and boost their experience.


  • Make internal a priority

In short, Internal Mobility is the movement of talent within an organization that encourages employees to take on new growth opportunities in the same company. 94% of employees would stay longer at their company if HR invested in their careers, according to 2018 Workforce Learning Report

Here’s why Internal Mobility should be on your mind when we talk about recruiting strategies: 

  • It helps Attract and retain top talent. No employee wants their career to be stagnant
  • You can minimize onboarding process problems. “New” employees already know how your business works, making it easy for them to be operational faster.

Improve employee engagement by developing your employee skills and encouraging them to pursue opportunities that they find engaging

  • Create and boost your Company Page

With the increasing popularity of candidates review a company’s reputation and culture before applying, the company webpage is quickly becoming a popular recruitment method. A company page is a place to explore companies of interest, promote their brand, products, services, and learn about job opportunities.

  • Your onboarding is part of your recruitment process.  

Onboarding process is crucial for the first days of the “employee lifecycle” within a company, as it´s the first experience that a new hire has. Some researchers say that a great employee onboarding can improve employee retention by 82%.

The reality is that despite being critical for employee retention, Gallup found that only 12% of employees strongly agree their organization does a great job of onboarding new employees. That means 88% don't believe their organizations do a great job of onboarding, and that leaves a lot of room for improvement!

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