9 Most Innovative Ways for Attracting Top Talents to Your Organization in 2022

Ping pong tables, fruit baskets, and video game rooms are no longer esteemed benefits that cater to the needs of your employees. This is to say, the traditional recruiting methods and benefits used to attract top talent are dramatically changing (and it’s time you open your eyes).

In reality, top talent (the younger batch in particular) can’t be bought. That's because this new workforce generation doesn’t respond well to 'artificial' hiring and retaining attempts.

The year is 2022, after all. We’ve been together through a pandemic. The world has changed and so have your employees’ wants. Attracting and retaining qualified top talent to your workplace requires new and more innovative tactics.

Have you ever experienced a 'false positive' in hiring?

Hiring the wrong candidates (i.e., unqualified, lazy, difficult, demotivated) can be costly in both time and money. Alternatively, a study from HR Daily Advisor showed that hiring top talent can be up to eight times more productive.

Hiring the wrong employee can have drastic negative effects on your company’s growth and overall team morale. On the flip side, hiring the right pool of talents can give you outstanding results.

5 Benefits of Attracting Top Talent to Your Company

By attracting and hiring the right worker, you'll:

1. Save time and money
2. Acquire best-in-class skills
3. Gain a competitive advantage
4. Increase employee engagement and productivity
5. Reduce turnover (i.e., enhance employee retention rates)

Now that you see the benefits of looking for the right talents, it’s equally important to understand where most organizations fail.

Finding and attracting the best candidates to work for your organization isn't such a straightforward process. Many companies fail by not staying up-to-date with professional trends or how the current job market has changed (especially since the pandemic, which was followed by effects such as the great resignation and the change in job seekers’ needs).

These organizations still offer almost archaic employee benefits (like ping pong tables and 'bring your pet to work day') in the hopes of attracting top talent to work for them.

But the year is 2022 and both your workers' needs and values have changed. So if you were under the impression that offering attractive salaries is enough to attract top talent to your company, think again.

"Pay has its place, but you can’t buy your way to top performance,"says Randall Peterson, Professor of Organizational Behavior at London Business School. "Pay encourages short-term behaviors that are rewarded. But for a long-term investment, to recruit and retain top talent, firms need to understand what their hires really love about their work, how they want to do that work, and how they aspire to develop."

You want to remain relevant and keep growing your company. Therefore it's time to focus on smart ways to attract and retain the right talent and top market leaders to work for you.

Let's dive right into it.

1. Leverage the Power of Social Media

It's no news that social media offers companies a chance to engage with their audience in a more human way.

Big names such as Old Spice and Taco Bell have been playing around Twitter for years by commenting on posts using human-centric language (as opposed to a colder, corporate-branded tone of voice).

This allows such brands not only to remain relevant and make noise in an already saturated online world, but also to stay relatable and attractive to potential employees who are looking for interesting companies to work for.

For this creative recruitment strategy to work, it's important to be respectful and keep the exchange tasteful. Replies that go viral are usually fast and clever responses. So for best results, it's key to put a witty social media manager in charge of this.

2. Make Videos

With popular social media platforms such as Instagram transitioning from a static images platform to short videos (emulating TikTok's ever-trending business model), it's no news that short marketing videos are here to stay.

That being said, another one of the great creative ways to attract the attention of top job candidates is by regularly putting out engaging company videos. These culture-centric videos give your company a chance to show – rather than tell – job seekers what it's about and why someone should work there.

Short videos are a creative and dynamic way to show off your office space, introduce key employees, show examples of daily tasks required in the job, or even as a means to let potential employees know that you're excited to meet them.

3. Build a Strong Online Brand

Having a strong online brand authority goes beyond basic social media efforts. It's also how you are able to regularly display your brand online. For that, it's important to be present in a variety of different mediums, presenting your brand in a qualitative and consistent manner.

A strong online brand presence will help ensure that your company is attractive to potential new employees and why your organization is such a great place to work. And to attract the best talents to your workplace, it’s key that companies foster a reputation as somewhere employees would want to work.

Take the chance to tell your company's story at every opportunity–be it in podcasts, niche blogs, social media posts, interviews, etc., answering questions such as:

• How, when, and why did you start your business?
• What values got you to where you are now?
• What do your top employees have to say about working for your company?
• What skills does your company value most?

Your site's blog or your organization's LinkedIn page are great places to build your employer branding. If your organization can cultivate an appealing employer brand online, you'll have a greater chance of attracting top talent for long-term success.

4. Put Your Values on Display

People are tired of grandiose promises and bloated corporate measures that have no foundation. This is to say, your potential employees are not impressed with you changing your company logo to rainbow colors in June. Rather, they want to know about what your organization is actually doing in favor of the cause that your company proclaims to support.

In short, don't just tell job seekers about your values — show them! For example, if you want to attract diverse hires with unique perspectives and backgrounds, ensure that your company is actually actively working in favor of the cause— then write about it on your blog, create a short video, and post about it on social media.

5. Ask Fresh Interview Questions

Even interview questions need to be updated every so often so as not to bore that fresh talent. Elon Musk is famous for triggering candidates' brains with a question that caters to their creativity, asking “You're standing on the surface of the earth. You walk one mile south, one mile west, and one mile north. You end up exactly where you started. Where are you?”

The thing is, Musk isn't too concerned with candidates providing him with the right answer. Rather, when interviewers ask brain teaser questions, they're looking to assess the candidate's critical-thinking skills and their ability to operate under pressure.

For this strategy to attract top talent to work, try keeping things interesting by asking questions that don't have a right or wrong answer. These unique questions can give candidates the creative freedom to think outside the box, perhaps giving you a reply that's equally unexpected.

6. Sell the Company Culture and Work Environment

“Having the right company culture in a workplace can make all the difference when it comes to making a position more marketable for potential employees,” says Thomas Mullin, Director at Robert Walters UK.

Thomas goes on to further explain that having the right culture for the right talent could include creating an inclusive and diverse workforce.

The TieTalent team consists of 20 employees with 15 different nationalities!

A vigorous company culture helps retain top talent and creates greater means to attract high-level candidates who would want to work for you. For that, you can ask current employees to provide testimonials to be inserted in your site or even on social networks like LinkedIn.

7. Build Real Relationships

Interviews should be viewed as exciting opportunities to form good interpersonal relationships with your candidates.

The relationship formed through the recruitment process provides candidates with an idea of what they can expect from the team, their position, and your organization as a whole. These personal relationships can be the determining factor on whether a candidate accepts an offer or not.

For that, you should aim to provide your line managers with relevant interview process training. This will ensure hiring managers are able to dedicate the time to develop these personal relationships.

8. Career Progression

The expectation of tangible career progression is often fundamental in a candidate's decision to accept or reject a given job offer. Companies should be clear about all the possible opportunities for a talent's professional development within their organization.

A great way to go on about this is by giving examples of career progression succession plans and letting them know what is needed to successfully advance in a new role in your company.

9. Work With Experts

One of the best ways to effectively grow your company is by hiring talented new employees. For that, recruitment marketplaces such as TieTalent are a great way to find, attract, and hire top candidates who will join your mission.

Companies like TieTalent put recruiters directly in contact with the right talents (in our case, IT and Digital Marketing professionals throughout Switzerland and Germany), while helping candidates find the best place of work that matches their unique experience and skill set.

Sign up to TieTalent for free to find out how we can help you hire the best in tech.