Economic downturns require agility in thinking as well as laser focus on candidate attraction as people are nervous to switch roles. There are plenty of tips around however from our research and data collected from thousands of candidate conversations, here are 5 ways to become super competitive and attract great talent. Ultimately ensure whatever you map out is publicised well and everyone is on board with it internally. Be transparent and genuine.

1. 5 Ways to Attract Talent in
The Current Climate

2. Changing Tech Job
Market…
Landscape is impacting ability to hire and
retain talent.
Candidates looking beyond big name
brands.
Areas like: culture, flexibility, diversity,
benefits, career growth and transparency
are important.
So – build build build that reputation!

3. Transparency
Demand for top talent means clarity and
coherence are paramount.
Make sure your social presence/website,
job ads and candidate facing materials
are all aligned and clearly demonstrate
what you are about.
Time to get clear on:
Benefits, career progression, structure,
culture, onboarding, upskilling/L&D
opportunities.

4. Culture
Culture is unique to each organisation but
ensuring yours is one that is universally
understood by all employees should be
top of your list.
Start by asking what each employee
thinks it is. This will tell you how aligned
everyone is and if some work needs to
be done.
How aligned are your values to your
culture (have you defined company
values and are your team onboard with
them)
How do you express this culture to the
outside world? Review all your
documents and platforms and ask around
to see if what you want to be expressed
is performing in the right way.

5. Flexibility
Candidates are asking for flexibility
around working hours and days. Hybrid
working has emerged as the champion
since the pandemic, however beyond
that the 4 days week, the ability to
manage workloads and outcomes
according to personal and team needs
are also interesting areas that many
businesses are exploring.
Whatever your policy on flexible working
is, make sure you are transparent and
consider shifting forward to embrace new
ways of working to attract top talent.

6. Diversity
A huge topic! But some areas to consider
are:
How diverse is your team?
Are you representative on hiring panels?
Have you trained your team on unconscious
bias as a minimum?
Are you representing a diverse team
externally?
Are you good ally’s in the workplace?
Do you measure how included people feel
once brought into the team?
What KPI’s do you measure around ED&I?
Whatever level you are at, make sure you
are genuine in your approach and don’t
pretend to be offering something you can’t
deliver on – it will just mean you lose people
once onboarded.

7. Benefits
A pension and healthcare contributions
won’t cut it in today’s market. The most
interesting roles are those that offer benefits
that make a difference to the daily lives of
your team.
Consider things like:
Financial guidance
Upskilling and career development plans
4 days working week
Individualised flexible working
Support around childcare
Great paternity/maternity benefits
Financial incentives
Again make sure you publicise your benefits
clearly and ensure all employees are aware
of them. You’d be surprised how often
people don’t understand the full extent of
their suite of benefits.