What are the most innovative ways to attract top talent?

- Make your hiring process simple (will attract more talent) - Have a great workplace environment and great onboarding experience - give the employees raise according to the performance and market rate. ( get rid of one shoe fits all approach on salary increases) - Listen to your employees (create a work culture where employee are able to come up and voice their concerns and opinions).

Companies should cultivate a compelling employer brand, facilitate flexible work arrangements, and utilize technology-driven recruitment tools. Alongside competitive compensation and a commitment to diversity and inclusion, they should provide internal growth plans, ample learning opportunities, unique perks, and transparent communication to create an attractive and dynamic work environment.

Best-in-class employer branding - companies that employees are proud to work for because of their communicative culture, drive to innovate, inclusive environments, and commitment to CSR can attract top-tier talent. It has to go beyond a good total rewards package, although that is a crucial element.

Absolutely! During the pandemic, my department was 100% remote. What we found happen was that a lot of the unnecessary meetings stopped organically. We started working harder naturally because we had more time and we had more flexibility without traffic and possibly even working in our pjs at times (haha). Additionally, we had virtually happy hours to do team bonding events to make sure everyone felt included. For organizations to say that, “we need to be in office because I like seeing you.” Is a big miss. Reputable organizations are taking advantage of this and offering competitive pay and remote positions to top talent and these organizations that are shying away from remote work will expose themselves to a tier 2, 3, 4… workforce.

Remote work options in staffing offer numerous benefits. They expand your talent pool, allowing you to hire the best candidates, regardless of their location. Remote work promotes work-life balance, boosting employee satisfaction and retention. It also reduces overhead costs associated with physical office spaces. Leveraging technology for remote work tools and communication keeps teams connected and productive. Offering remote work demonstrates adaptability, making your staffing agency more appealing to top talent in a changing work landscape.

The most important thing is to practice authenticity at workplace. Support, nurture, welcome and make people seen. Let the magic unfold before your very eyes! Your people are your Assets :) Value them!

The most innovative ways of attracting top talent is by creating flexibility I.e by providing work life balance for the employers, providing Health insurance for those working in the organization and pension contribution, providing learning opportunities and room for leadership skills, opening up opportunities for conference meetings, diverse and inclusion , providing good work environment and opportunities for personal development and sponsorships, wage increase and branding.

For a strong employer brand, an Allboarding vision is needed — a concept that I have been structuring for just over a year and which proposes looking at the complete cycle of relationships with employees. No one better than those who know us inside out — our employees — to say what a brand we really are! The need is to focus on a structured brand management strategy as the face of the business strategy, that is, a business management strategy that considers the ESG impacts of their decisions for respectful, solid, honest and healthy relationships with employees. An employer brand strategy cannot be sustained without a culture of respect and investment in people, dialogue, autonomy, development and a vision of positive impact.

Creating a strong employer brand not only attracts top talent but also retains it. It communicates what your agency stands for and why it's an exceptional place to work, setting you apart in the competitive staffing industry. Here are the few pointers which I want to add on; Define Your Unique Value, Showcase Success Stories, Transparent Communication, Engage on Social Media, Thought Leadership, Awards and Recognition, Diversity and Inclusion, Growth Opportunities, Consistency is the key!

1. Showcase your company culture through engaging content 2. Highlight employee success stories and testimonials 3. Offer unique perks and benefits 4. Leverage social media to reach a wider audience 5. Develop a targeted recruitment marketing campaign 6. Foster strong relationships with universities and colleges

Learning and development opportunities are crucial in staffing. Offer ongoing training in recruitment best practices, industry trends, and emerging technologies. Create career paths and provide mentorship programs. Encourage in several certifications like CPC, etc. Invest in soft skills development, leadership training, and offer access to online courses. Continuous learning keeps your staff updated and motivated, improving their effectiveness and job satisfaction.

Learning and development opportunities are crucial for personal and professional growth. → Invest in your employees' development → Provide access to training programs and workshops → Encourage continuous learning → Foster a culture of growth and development → Support employees in setting and achieving their goals → Offer mentorship and coaching programs

Employees value learning and growth opportunities as top quartile elements in creating a strong EVP. Opportunities to up-skill and re-skill employees are great ways to engage your existing and prospective talents. Learning journeys, projects, peer-led coaching and leading innovative initiatives go a long way to build a thriving learning ecosystem which fuels employee engagement, productivity and willingness to stay.

With more and more companies offering competitive salaries, I have seen the shift of focus from Take-Home Salary to Total Package, including all the perks and benefits. Here the list of top attractive benefits; - Remote Work - Employee Stock Options/RSUs - Paid Time Off - Generous Health Insurance - Paternity Leaves.

Focusing on an individual's motivations is critical to attracting and retaining talent. These motivations can vary widely; from learning opportunities to flexi working to looking for a purpose at work. This requires understanding the person at a deeper level which also creates a sense of empathy and helps in building longer-term relationships.

Ground Reality - Top Talents can be sourced by lucrative cost or perks, but what keeps them aligned with the process is talent engagement. . Ensure transparent communication and feedbacks. . Connect with them regularly, even if you don’t have any new updates to their job application. . Give them assuring touch. . Don’t keep them hanging and second guessing. With all this even if the top talent could not be hired, but they would surely give you good referrals.

In one of the organisations I had worked in India, during my first week there, I was quite intrigued by a mirror that was kept on every employee's desk and when checked with my HR team, I was told that it was an Employee Referral Program titled, "Bring Another You" that reflects on the values that such organisations adopt in involving their employees in the hiring process. Undoubtedly, employees can be your best brand ambassadors and the Leadership team and HR play an important role in valuing their contributions and actively involving them in critical business decisions. Another important aspect is providing them with feedback on their referrals thereby maintaining not just a positive hiring experience but also a good Net Promoter Score.

I feel most of the top talent have in the market require an overall balance in their life, whether it comes to work or their personal life. Having a great culturally fit atmosphere and flexible work schedule that allows them to adapt their daily routines around work would do wonders for the employers.

As an employer or HR professional, involving employees in the hiring process has proven invaluable. Their referrals and insights help attract top talent while reinforcing our company's positive image. Employee involvement fosters a sense of ownership, innovation, and a more inclusive workplace culture. However, clear guidelines and recognition are crucial for a successful program. In sum, employee involvement in hiring is a strategic investment that benefits recruitment, culture, and long-term engagement.

In my experience interviewing people for about 15 years in my 20+ year career, be transparent and provide feedback during the hiring process especially if they don’t make it through. Help the applicants understand and encourage them to think openly through the interview questions. If they can’t get it right, give your answer and ask their perspective about it. The great ones are those who engage in a conversation rather than just answer textbook questions. A good interview experience creates a healthy atmosphere for both parties that can get spoken about in many social circles outside our reach resulting in promoters. That’s far more trusted than any advertisement IMO and will yield better results.

Reduce the friction of applying. We've all heard the jokes about application processes that ask you to fill out what's already on your resume; it's no joke. Candidates will just leave the process if starting it isn't worth their time. Most applications will go nowhere--I'm not going to waste my time on yours if it wants me to write an essay about how cool your company is.

YOUNG TOP TALENTS LIKE TO WORK IN AN INNOVATIVE ENVIRONMENT. SO: CREATE A MINDSET AND CULTURE FOR INNOVATION The only thing that is permanent is CHANGE. A strong corporate culture for innovation embraces risk and uncertainty. As innovation facilitator, facilitating more than 100 projects I have captured my learnings in the following definition of a culture for innovation: In my experience a culture for innovation is an environment that encourages people to think creatively leading to ideas for new products, - processes, -business models and - approaches which are transformed into reality swiftly, creating value for the organisation. It requires a curious mindset, an attitude of experimentation and a tolerance of failures.

Leadership brand which stand in tight alignment with a well defined employer brand is a great leverage organization often pull through in creating a talent-first organization. Leaders have disproportionate responsibility to carry on the mantle of organization’s values and purpose to internal and external talent. Are your organization’s leaders carefully weighing in this leverage?

Some creative and effective ways to attract top talent: - Interactive jobdescriptions like video messages from team members, or interactive tour to give candidates a feel off your company. - Employee Referral Program: Encourage your existing employees to refer potential candidates. Implement a rewarding referral program to motivate your workforce to actively participate in the recruitment process. - Training Programs: Offer continuous learning opportunities and highlight these in your recruitment efforts. But the most important is to be authentic and also live up to your promisses.