5 Proven Strategies to Attract Industry Leaders

03 Apr 5 Proven Strategies to Attract Industry Leaders

When it comes to recruiting, you don’t just want a good candidate; you want the right candidate, one that will help propel your team to new levels of success and help inspire new ideas for continued growth for years to come. 

That’s a tall order to fill, but it can be done well, successfully, and repeatedly! 

Here Are a Few Tips on How to Attract Industry Leaders to Join Your Team:

• Start with a terrific job description. The average job candidate will see dozens of job postings, to the point where everything will blur together. The way to make your job opening stand out is to make your job description so eye-catching, so memorable, and so enticing they can’t look away. This is your company’s first impression of the candidate, so make it count: Include details of what makes the job itself great and how they’ll be able to expand their skills and build their own personal success while maintaining a healthy work-life balance. Talk about your company’s culture and make it sound like the greatest place to spend 40 hours each week — what makes your company special and different from the rest? Call out any perks that your competition might not offer, whether that’s a healthy PTO policy, a generous 401k match, the ability to add to their skillset, on-site child care, etc. You want to show off what the candidate can expect from your company in addition to detailing what you’re hoping they can provide you in this position. 

• Show that you’re interested in their professional future. One of the big reasons employees leave jobs is they feel they cannot advance their careers or add to their skill sets in their current position. But if you want to attract tomorrow’s leaders to join your team, you need to tell them your company is different in that you encourage and offer ongoing education and training opportunities. Being able to learn new skills to stay sharp and ahead of the curve while employed in a company that treats employees well can be a very attractive proposition. Young, ambitious candidates will want to keep learning, growing, and advancing; tell them before they start that they can do all that while on your team, and you might leave your competition in the dust. 

• Use social media to tell your story. We all know that it’s common practice to review a candidate’s social media profiles during the interview process. However, it stands to reason that candidates will review your company’s social media profiles as well. What story do your profiles tell? Are they outdated? Have they not been utilized on a regular basis? And what kind of images are used? Use your social media profiles — not just LinkedIn, but Instagram, Facebook, and X/Twitter, too — to show what it’s like to work at your company, to shout about your victories, and to offer examples of the role your company plays in your community. If all the images on your profile are stock images of generic-looking office workers, you’re telling the wrong story and will look like just another office. Start offering behind-the-scenes glances at what it’s like to work for your company, how your team has fun together, and what makes your company special. You can have fun while still being professional! 

• Develop a strong company culture from within and celebrate it. Your best recruiting tools might be in your office right now. Make your company a place where people like to come to work. Recognize your team for their efforts through words and small rewards for jobs exceptionally well done, and see their morale improve. When people are happy at work, they tell their friends. If your company offers any kind of referral incentive, make sure your team knows about it and that they’d be happy and eager to tell their friends, and maybe even former colleagues, about how supportive, welcoming, and healthy your company’s culture is. There is plenty of material on social media about toxic work environments, suggesting this is a prevalent mood among younger workers right now; by creating a positive work environment in which your team feels supported and seen as a whole person, not just an employee, you’re creating something very desirable among people looking to make a change in their career. 

• Value and respect your candidates’ time.  Someone looking to make a career change might be considering a handful of opportunities at the same time. If they’re kept waiting for a decision or an offer, they’re going to move on to a company that provides them an offer, even if they’d rather work for your company. If your company’s hiring timeline takes too long, you might lose out on the top talent you’re looking to hire. Incorporate a system of prompt feedback and responses to everything: confirm when applications have been received, follow up after conversations and interviews with information on the next steps, reply promptly to any questions provided, and keep the candidates in the loop on whether they’ve been selected for the position or if you’re going in a different direction. This isn’t about cutting corners or moving too quickly through the hiring process; it’s about being thorough and expedient at the same time in order to bring your new hire onto the team and welcoming their talents in a timely manner. 

Construct a Brighter Future for Your Company Today With LeadingEdge Personnel

The recruitment and hiring process can be a time-intensive one. Take the time to spruce up your job descriptions and social media profiles, make sure you’re providing a great work environment and strong company culture for the employees you already have, and you’ll quickly reap the rewards in both retention and finding great new talent to bring onboard. 

If you’d like a little help, or you just don’t have the time to expand your search for top candidates, it’s time to call LeadingEdge Personnel. Our recruiting experts can start by sending you the resumes of our qualified candidates who already meet the requirements you’ve outlined for the position. We’ll review resumes of other candidates and present to you only those who meet your expectations; we can conduct preliminary interviews and we can contact people who might not be looking for a job at the moment but could be a perfect fit for your team. All of this without you having to lift a finger! When you’re ready to learn more, call LeadingEdge Personnel and see how much we can help you build your future.