Attracting the best talent in an increasingly competitive market

Neil Griffiths discusses three ways organisations can make sure they are attracting their target market

As the economy continues to strengthen and businesses look to expand their workforce to support growth, the war for talent is reigniting. Recent reports have revealed a surge in job roles in the East of England, with more than half of employers set to increase their workforce this year[1]. However, despite this growth, not all UK businesses are prepared to hire staff in talent-short markets[2]. With an increase in available roles candidates can now afford to be more selective, making it more important than ever for organisations to equip themselves with comprehensive recruitment strategies to deliver this pipeline of top tier talent. Businesses must ensure their employer brand is relevant, and deliver a superior candidate experience to ensure they are a desirable option to potential candidates and stand out from the competition.

Here are three ways organisations can make sure they are attracting their target market.

  • Rewards and recognition. Being receptive to employees needs beyond their monthly pay checks will present organisations as an employer who in concerned with the satisfaction levels of their staff. Flexible working hours and the option to work from home – made much easier by technology like Bring Your Own Device (BYOD) – can be appealing to those with family responsibilities or long commutes. What’s more, battling against a workforce demographic that is continuing to change, candidates have the freedom to determine how they wish to work. As a result, it’s imperative businesses adapt their workforce management strategies to address the different needs and desires of current and future employees.


  • Use their channels to communicate. Digital is now an intrinsic part of our lives and the use of technology has grown rapidly. Businesses must concentrate on digital initiatives to engage potential candidates, recognise the channel behaviour of target talent and then be visible on these channels. Sharing internal news and stories, and posting photos on team projects to highlight the work they produce, will offer insight into the company’s culture, helping to engage candidates and present the business as a desirable place to work. Doing this effectively will encourage prospective employees to ‘find out more’ and visit the organisation’s website, making it crucial for this platform to have a strong employer value proposition that will enable candidates to recognise whether a company is the right one for them.


  • Don’t underestimate mobile. 50 per cent of jobseekers globally now apply and search for jobs using mobile devices[3]. Organisations need to put mobile strategies first to extend their talent pool but also enhance their employer brand by creating a functional and enjoyable candidate experience. Businesses need to have the correct technology in place such as mobile applications and mobile optimised websites to ensure that when candidates, active or passive, are browsing they can do so seamlessly. This will present the business as respectful of the digitally savvy, while creating a better candidate experience. 


With the UK workforce set to expand, employing outstanding talent is a top priority for many organisations wider business objectives. With an increasing number of opportunities becoming available, candidates will find themselves in a stronger position, and businesses will have to work harder to make themselves stand-out in a competitive job market. Implementing technologies to create an outstanding candidate experience and being present on the relevant platforms are an essential part of attracting new talent in what is becoming an increasingly competitive market.

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