Recruitment

Organisations looking to attract top talent from around the world need to adopt a multi-faceted approach. This involves, but is not limited to, creating a strong employer brand, using social media and online job boards, collaborating with colleagues for referrals, or universities for upcoming talent; and of course, working with recruitment agencies. It’s essential to have a clear understanding of the skills and experience required for each role, alongside who would make the best fit for the company’s culture and values, to in turn be able communicate this effectively to prospective candidates and your agency partners.

In this new, post Covid world we find ourselves living in, following the initial wave of the Great Resignation, top talent don’t present themselves to you often – they are locked in with attractive progression plans, healthy compensation packages and flexible working schedules. How do we know this? Because the organisations that did not offer these benefits when the 9-5 population revolted, didn’t maintain their headcount!

In the rare cases where we do see top tier candidates actively searching for a new position, they will undoubtedly have multiple appealing options on the table, they will be in the driving seat. And this is how recruitment has changed. It’s now a question of: What can you offer them? How do you remain competitive? What does competitive even look like now? Where and how do you find the talent that aren’t floating around the market? How can you pry them away from those comfortable, upgraded positions they’ve secured? How can you ensure that they accept your offer and not another, or worse, take a counteroffer at their current organisation?

That, of course, is where we come in.