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Talent acquisition.

Strategies for attracting, retaining, and engaging top talent

Once upon a time, firms faced a significant hurdle in consistently attracting high-quality ideal clients. However, according to a recent poll conducted within our network, the prevailing challenge for many firms today lies in their capacity to both attract and retain quality talent.


Understanding the difference: recruitment vs. talent acquisition

Talent acquisition and recruitment are two terms often used interchangeably, but they have distinct differences in their scope.


Recruitment is a broader term that encompasses the overall process of attracting, sourcing, and selecting candidates to fill job vacancies within an organisation.


Whereas, talent acquisition is a more strategic and comprehensive approach to acquiring talent for your firm. It involves long-term workforce planning and aims to identify, attract, and nurture a pool of highly skilled individuals who align with the organisation's goals and values.

Recruitment

Talent acquisition

  • Short term
  • Find a candidate for a specific role
  • Find the candidate for an existing role
  • Reactive
  • Ongoing strategic function
  • Help to create a candidate pipeline for now and in the future
  • Focused on long-term strategic goals
  • Identify and fix difficulties in recruitment

Leveraging marketing strategies for talent acquisition

Several firms in our network have recognised the importance of applying their marketing skills to talent acquisition. These firms have effectively created a candidate 'pipeline' by leveraging marketing strategies. They have an employee value proposition (more on this in a minute), promote their employer brand, build relationships, engage with potential candidates, and create a positive candidate experience.


Building an effective Employee Value Proposition (EVP)

Creating an Employee Value Proposition (EVP) is an excellent place to start if you want to focus on talent acquisition. EVPs aren't about big salaries and fancy titles. Employers must take a holistic approach. Good pay, fair entitlements and safe conditions are a given. Employers must also meet demands for flexibility, education and training, well-being, collaboration, access to management, career progression and fulfilment. 


 Just as firms align their services with their ideal client's needs, an EVP should articulate the unique value and benefits your firm offers to your perfect employee. Some tips:

  1. Define your organisation's unique selling points: Identity what sets your organisation apart from others. Consider factors such as company culture, mission, vision, growth opportunities, work-life balance, compensation, benefits, and other distinctive elements that make your organisation an attractive workplace.
  2. Create an 'ideal candidate profile' just as you would for your ideal client. Include psychographics and demographics to gain a clear picture of who they are. If you need more clarification, you can conduct interviews and ask what people look for in an employer and what motivates them. 
  3. Today's employees value work-life balance and well-being. Highlight any initiatives, programs, or policies that support flexible working hours, remote work options, wellness programs, and employee support systems.
  4. Outline any benefits you offer, including paid time off, additional super, parental leave, bonuses, the ability to take unpaid time off, and other unique perks.


Remember, an effective EVP is not just about attracting talent but also about retaining and engaging employees. By understanding and articulating your organisation's unique value, you can attract and retain top talent that aligns with your company's goals and values.

Ideal candidate profile.

Download the workbook to complete your ideal candidate profile.

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