Industry Insight
Technical Recruiter & Account Manager

3 Important Tips for Attracting Top Talent

While the Great Resignation - the highest attrition wave to hit the U.S. job market in two decades - has resulted in an increased availability of tech talent, finding top talent is still hit or miss.

If you’re searching for a top-tier candidate to fill a role at your company, here are 3 important tips to keep in mind:

  1. Don’t neglect the job description.

    Having a robust and detailed job description will help narrow down the applicant pool naturally, especially when you include additional information about the company. Top-tier talent know they have a lot of options available, so they don’t want to waste their time playing guessing games. Providing information up front will help the most qualified candidates determine if they want to apply while simultaneously weeding out those who aren’t serious candidates.

  2. Beef up your online presence.

    Nowadays, candidates research companies and their cultures far beyond any job posting they may come across. Make sure your social media and job site presence is sufficient for that type of dig. That means giving company profiles on LinkedIn, Facebook, Instagram, Indeed, Glassdoor and Yelp once-overs to ensure they include basic information along with some insight into your company’s mission, goals, and culture. Qualified candidates want to know what they’re stepping into before giving you their time. Giving your online presence some attention also shows them you can keep up with modernization in the industry.

  3. Be up-front about growth.

    Although it’s fair to say some candidates are only interested in the job in front of them, a lot of top-tier talent want to look beyond the role for which they’re applying. Whether it’s in the job posting or later in the interview phase, make sure you provide as much information as possible about potential growth at your company and what options may be available to candidates in the future. Is it possible for them to move into leadership at some point? What timeframe would that entail and what would your conditions be? If you’re up front candidates will respect you for it, which will eventually pay off.

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