Attract, Hire & Retain – Mastering the Art of Talent Acquisition

The shift towards hybrid and flexible working has emerged as a critical factor in attracting and retaining talent. Flexible working arrangements are increasingly viewed as a non-negotiable aspect of employment, with candidates prioritising work-life balance and autonomy in their job search. 

Benefits of Flexible Working 

Giving Candidates What They’re After  

• Increasing flexible and hybrid working opportunities has become one of the most common steps organisations have taken to attract and retain key talent. Nearly three-quarters (74%) of employers now advertise at least some jobs as open to flexible working, while 54% offer positions as ‘open to location’ (up from 47% in 2022). For front-line and non-office roles, 57% of organisations provide some form of flexible working. This approach not only attracts a broader talent pool but also strengthens the employer brand, positioning the organisation as a forward-thinking, employee-centric workplace.

Improving Recruitment Outcomes 

• Offering greater flexibility is a key response to recruitment difficulties, with 52% of organisations citing it as a strategy to attract candidates. Flexible working arrangements can help bridge the gap in talent shortages by appealing to a diverse range of candidates, including those who may not have considered traditional full-time office roles. It also aligns with the preferences of younger generations entering the workforce, who prioritise flexibility and work-life integration. 

To address the ongoing competition for talent, organisations must adopt a multi-channel sourcing strategy. This approach leverages a variety of recruitment channels to reach both active and passive candidates, as well as those who may not be actively seeking new opportunities but could be enticed by the right offer. 

Why Implement a Multi-Channel Sourcing Strategy? 

Targeting Engaged, Unengaged, and Offline Candidates 

A multi-channel approach allows organisations to reach candidates through diverse mediums, including social media marketing, networking /industry events, traditional job boards, and employee referrals. By diversifying sourcing methods, employers can engage with candidates at different stages of the job search process, from those actively seeking new roles to those who may not be considering a change but are open to opportunities. Partnering with a resourcing expert like Omni, will give your organisation to access to a myriad of ways to attract talent without having to invest the expensive tech to do so.  

Enhanced Reach and Visibility

Utilising multiple channels increases the visibility of job openings and the employer brand. For example, really activating your brand with posts and stories on social media platforms like LinkedIn and Instagram can be powerful ways for showcasing company culture and attracting talent that aligns with the organisation’s values and mission. Networking events and industry conferences provide opportunities to connect with niche talent pools, while traditional job boards and specialist recruitment partners like Omni, can support efforts to fill specific roles. 

A strong employer brand is a cornerstone of effective talent attraction and retention. The employer brand encompasses the organisation’s reputation as an employer, its culture, values, and the overall employee experience it offers. In a competitive talent market, a compelling employer brand can be a significant differentiator. 

Building a Positive Employer Brand

• Organisations that invest in their employer brand are more likely to attract high-quality candidates and reduce turnover rates. This investment includes promoting a positive work environment, demonstrating commitment to employee development, and actively engaging in social and environmental responsibility initiatives. A strong employer brand not only attracts candidates but also creates a sense of pride and loyalty among existing employees, enhancing retention.

Leveraging Employee Advocacy

• Employee advocacy is a powerful tool for strengthening the employer brand. Encouraging employees to share their positive experiences and success stories can amplify the organisation’s reach and credibility. Organisations can support this by creating shareable content, recognising employee achievements, and fostering a culture of open communication and transparency.