In the ever-evolving landscape of work, businesses are continuously facing the challenge of attracting top talent to drive their growth and innovation. As technology progresses and societal values shift, traditional methods of talent attraction no longer suffice.

To secure the best candidates in the future, organisations must adapt and embrace new strategies that resonate with the emerging workforce.

The informative Salary Survey research carried out by Ascent Group, a recruitment collective housing the brands TechNET Digital, TechNET Immersive, and Cranberry Panda extensively explores modern and emerging talent attraction techniques prevalent in the recruitment industry for 2023 and beyond.

With a keen awareness of the transformation occurring in conventional approaches, Ascent Group has astutely identified and evaluated several pivotal strategies that stand poised to reshape how enterprises forge connections with the most promising talent within the ever-fluctuating job market. Furthermore, their research has unveiled a range of unorthodox techniques that businesses may not have previously considered during their hiring endeavours.

The dominant themes include…

Strengthening employer brand

According to the three brands, ‘strengthening the employer brand’ emerges as a consistent theme for talent attraction, with percentages ranging from 53% to 54% as chosen by professionals. This suggests that organisations recognise the importance of projecting a positive image and reputation to attract top talent. This alignment might be due to the shared understanding of how a strong employer brand can resonate with potential candidates and create a compelling narrative.

Candidates are looking to join businesses who know who they are and take pride in the way they present themselves.

Providing growth and progression opportunities

Interestingly, the top method for talent retention in the world of digital, gaming and eCommerce is the creation of growth and progression opportunities, as chosen by 54% to 66% of professionals.

This highlights the significance of providing a clear path for employees’ career advancement and development to retain their engagement and commitment to the company. This trend likely reflects the modern workforce’s aspiration for professional growth and their desire to continuously enhance their skill sets.

Candidates are singularly focused on seeking career trajectories that go beyond conventional, routine stages, as these fail to provide a definitive glimpse into their potential outcomes should they pursue them.

Utilising better talent management / HR tech

TechNET Immersive’s data highlighting ‘talent management/HR technology’ as a significant attraction method indicates a deliberate focus on leveraging advanced technological solutions to effectively engage and attract potential candidates.

This emphasis on technology-driven strategies aligns with the evolving landscape of recruitment, where the integration of innovative tools can enhance the candidate experience and streamline the overall hiring process.

Furthermore, having a dedicated team of internal hiring managers collaborating with external talent partners to identify top talent holds equal significance. Internal hiring managers possess a comprehensive grasp of both role requirements and business needs, coupled with an acute awareness of the appropriate cultural alignment, whilst external talent partners provide immediate access to a large candidate database, and ability to project your role through platforms like job boards, among other avenues.

What could deter candidates?

While it’s important to highlight what attracts candidates to a role and what keeps them there, let’s not overlook what could push them away.

Across all three industries, the top concern is ‘salary changes and poor negotiation’ with a significant 66% rating amongst professionals. This shows that candidates want salary clarity and are put off by tricky negotiations, which can start things off on the wrong foot with a business.

Continuing from this point, within the realm of eCommerce, a significant deterrent appears to be the possibility of a ‘culture clash’, chosen by 58% of professionals. This comes as no surprise, especially given that today’s working professionals are prioritising their mental well-being and setting healthier work boundaries, particularly in the wake of the Covid-19 pandemic.

While it’s crucial for candidates to find contentment in their tasks and responsibilities, it holds equal importance for them to feel comfortable and satisfied in their workplace. This is precisely why finding the right cultural fit matters. Moreover, it boosts the odds of maintaining long-term employment, something every employer strives for.

To achieve this, incorporating personality testing into the onboarding process can prove highly advantageous for hiring managers. This enables businesses to gain insights into the individuals they’re bringing on board – whether they’ll seamlessly integrate with the current team and how managers can cater to their requirements for them to express their true selves and extract the maximum potential from their role.

The future of talent attraction

Today’s candidates prioritise aspects such as remote and flexible working opportunities more than ever before. In response, businesses that embrace these preferences not only cater to the evolving needs of their workforce but also unlock a vast amount of benefits.

Remote and flexible work options not only enhance work-life balance but also widen the talent pool. By breaking down geographical barriers, businesses can tap into a diverse range of candidates with varying backgrounds, experiences, and perspectives. This diversity, in turn, enriches the talent pipeline and infuses fresh ideas and innovation into the organisation.

As companies embrace these modern attraction, retention, and engagement techniques, they exhibit their commitment to creating a conducive work environment where employees can thrive.

Madeline Paddock, Communications Coordinator, Ascent-Group
Communications Coordinator at Ascent International Group Ltd | Website

Meet Madeline Paddock, the distinguished Communications Coordinator at Ascent Group, who is currently making a significant impact in the recruitment industry. Madeline is not only a social media expert but also a highly skilled writer, adept at crafting compelling content that resonates deeply with her readers. Her unwavering passion for blogging and her expertise in public relations make her the voice of authority at Ascent Group, where she utilities her exceptional communication skills to enhance the company's image and reputation.

Madeline played a pivotal role in the development of Ascent Group's Salary Surveys, and the profound insights she and her team sourced have fueled the very essence of this written piece.