3 Killer ways to stand out in your sector for talent

Every business knows that access to the right talent can be the make or break difference between success or failure. But in today's highly competitive recruitment marketplace, employers must ensure they appeal as much to candidates - to the same extent that candidates will work to appeal to the employer.

It, therefore, becomes a meaningful two-way conversation and indicates that the employer brand is more important than ever. So how can you really stand out in your sector when it comes to attracting the right talent, and getting those high-performing individuals into your business?
 

Here are three tactics to consider in your own efforts to secure top-talent in the fight for successful tech recruitment:

1. Build your company culture

Company culture is a real deal-maker for candidates, especially younger candidates in the Millennial and Gen Z groups. These employees expect to work for firms that invest in their development, offer a work-life balance, plenty of progression, opportunities for early responsibility, volunteering opportunities and a flexible benefits package. They expect a culture of regular and open communication, a great physical working space (with the chance to work from home) and plenty of investment in training.

The more you can create this positive, healthy and engaging culture, the better the calibre of employees you can recruit. For inspiration on best practices in the market, do your research to see what the competition is doing and where you can emulate - or even better their approaches with your own comprehensive, holistic and employee-led offer.
 

2. Invest in relationships

Often, one of the biggest sources of candidate appeal is the personal relationships they feel are being created at a firm. This naturally translates into a perception of that firm's employer brand, so really invest in the candidates that you interview for jobs and build a personal relationship with open questions, an interest in their lives and a friendly, welcoming style.

In many cases, you will find that the candidate will take a job because of the sense of connection they felt with the interviewer and a desire to work with people like them. You may need to invest in training for your interviewing staff but it's certainly a step worth taking. In addition, work to develop interviewers who naturally can build rapport and develop your own employee advocates who can promote your brand within their own circles and professional networks.
 

3. Partner with the right recruitment consultancy

When you choose a specialist recruitment agency such as ERG, you gain instant access to highly experienced and motivated recruiters with the ability to deliver for your business. Your recruiter will know how to create appealing, accurate job adverts that stand out in a crowded marketplace. They can help you to devise a streamlined recruitment strategy that minimises drop-outs because of candidate fatigue or poor communication (both common issues) and build up your employer brand and corporate culture. They will also provide access to a powerful network of top talent and nurtured leads, targeted to your industry.
 

Contact ERG to find out more on a confidential, no-obligation basis. Our consultants are ready to support your business in a way that will bring you the biggest returns and we work on a flexible, responsive basis according to our client's individual needs.
 

• Call us on Tel: 0121 212 9948,
• or visit our offices at:
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  Birmingham
  B3 1JH