Amanda Smit
Leverage agile frameworks to provide a robust synopsis for high level overviews. Iterative approaches to corporate. strategy foster collaborative thinking to further the overall value
+61 (383) 76-62-84
121 King St, Melbourne VIC 3000, Australia

Why You Are Having Trouble Attracting Elite Talent

Why You Are Having Trouble Attracting Elite Talent

With numerous employees leaving their positions in what has been dubbed the “Great Resignation,” businesses have found themselves in hot competition for elite talent.

When Jeopardy! needed to replace Alex Trebek, the showrunners tried out different celebrity guest hosts for months to find the perfect fit. For companies without that level of name recognition, attracting top talent is much more challenging.

Here are some reasons your company may be struggling to bring in elite talent—and what you can do to fix it. 

1. Vague Job Ads

Talented applicants with many opportunities will often bypass job postings that omit key details about a position.

For this reason, your company’s job ads should be as specific as possible. Besides a job description and required skills, each posting should include the hours, salary range, and benefits. 

It’s best to stick to traditional job titles rather than coming up with your own. While creative titles like Data Slinger or Project Guru may seem like an excellent way to draw attention, they make it harder for candidates to find your jobs when searching online.

2. Inflexible Work Environment

Even with the COVID vaccine allowing many workers to return to the office, the demand for a work-from-home option is rising.

The inability of some workplaces to accommodate remote employees has been a contributing factor to the employee exodus of 2021.

Including a hybrid or fully remote work option will allow you to draw from a greater pool of candidates. If your business is hiring for a role that could be remote, consider advertising the job as such.

3. Growth Opportunities Aren’t Clear

Is your company highlighting chances for promotions, raises, and training throughout the recruitment process? If not, you may be closing the door on qualified applicants.

Talented candidates are drawn to positions with clear opportunities for professional development and career advancement. Whether your company is hiring a data scientist or an office manager, showing a path forward is crucial.

4. You’re Slow to Respond

It happened again: your hiring manager went days without checking the company’s Indeed inbox, only to find it stacked with unread messages upon logging in.

In today’s competitive job market, it is essential to keep your recruitment and hiring process as streamlined as possible. Making sure your hiring managers are following up with applicants right away ensures you won’t lose talent to faster-moving recruiters. 

5. Content Strategy Needs a Boost

While it’s common to think of building content as a strategy to draw in customers, it also aids in establishing the value of your brand among potential employees.

Blog posts, infographics, email newsletters, and high-quality social media content convey your company’s authority to a broad audience. If a person is already interested in your brand, they’re more likely to pursue an available employment opportunity.


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