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Professional recruiters and HR departments go to great lengths to achieve successful organizational results, investing a tremendous amount of their time, energy, and resources. This involves creating and launching recruitment campaigns, marketing and advertising on different mediums, outsourcing help, and more. This is why it can be incredibly demoralizing and frustrating when organizations cannot find and hire the talent they seek.

Recruitment strategies need to be aligned with a wide variety of elements to achieve the best results, and failure to understand what is causing poor recruitment outcomes will result in more struggle and dissatisfaction in the future. Here are some critical factors that all recruiters need to consider when attracting, sourcing, onboarding, and retaining new candidates.


Be Creative. Be Aware. Be Prepared. Stay Engaged.

Give Them a Taste of Who You Are

When preparing to attract candidates, posting bland job offers rarely gets you the desired interaction. Give candidates more by giving them some insight into your culture. Be creative, and add some personality and flair to your messages. Post content that gives them a personal perspective of your organization and gives candidates a positive impression of your culture. For example, videos and photos of office parties and company outings will certainly excite potential applicants.

Make sure to spotlight individual employees, giving a unique personal perspective into your company and what it’s like to be part of the team through video blogs, photos, and written testimonials. You can even create a short, fun recruitment video highlighting your company: the work environment, daily operations, various departments, your team, and any other positive aspects you feel like including. How you attract talents is only defined by your imagination, and a little creativity goes a long way in creating unique incentives beyond your compensation package.

Be specific, and Don't Be Afraid to Go Outside Your Comfort Zone

Your location and how far you’re willing to reach out considerably impact your potential talent pool. There are many potential candidates in your area, but you will often find a need for more candidates with the qualifications you’re seeking.

Recruiters need to use suitable mediums when posting job openings to get the attention of the demographic they’re looking for and be very specific when describing the skills and experience required to be effective in the role. Many candidates like to know exactly what a job entails because it helps them feel more confident in their abilities and more comfortable going into a new environment, and to top it off, your company becomes more attractive by being decisive. 

Truly understanding and defining what you want from a candidate, what you need them to achieve, and your desired outcome will help your business. Recruiters calibrate their actions and methods and help measure your progress.

And, if you discover your local talent pool needs to have the quality candidates you’re looking for, don’t settle for a mediocre fit. There is the possibility that the talent you are looking for is out there and is willing to move or work from home. So, reach out as best as possible before making the final choice. 

Fight For What You Want and Be Willing to Negotiate

Competition has always been fierce when it comes to hiring talented candidates. Although the job market can be volatile, it stands true over the ages that great candidates won’t settle with your company if there is a more competitive offer; furthermore, you should always assume there is one. Doing this will always keep your company on its toes during the recruitment process and motivate your hiring team to be more engaged with the people you’re interviewing, striving better to understand the deeper needs and interests of sought-after talent.

Flexible working hours, growth potential, benefits, paid vacation time, and a competitive salary will always play to your advantage. However, even with a great offer, be ready to still fight for what you want. Always keep in mind that it’s common for a candidate to have multiple competing offers while considering yours, so it’s in your best interest to have a consistent dialogue with the candidate you seek, letting them know you are invested and willing to negotiate because while you’re conducting your interviews, candidates are screening your organization as well. And though it may seem strenuous, you will reap the rewards of your extra effort and investment.


Remember that the battle is not over once you have won over your ideal candidate.

Recruitment Is Only Half the Battle

So, your company has successfully sourced and hired the talent it needs, now everything will be great, and all your dreams of success will come true. Right? We wish it were that easy, but even the best recruitment can only do so much.

Poor onboarding and employee engagement can become a big problem. It can potentially lower workplace morale, create a lack of confidence and trust in the organization, and in the end, higher turnover rates.

Research shows that ineffective employee onboarding and integration results in over 30% of employees leaving their jobs in the first six months. These turnover rates are costly and can negatively affect your entire organization, and to make matters worse – you have to start the recruitment process over again.

Onboarding and Building Strong Foundations

So, your company has successfully sourced and hired the talent it needs, now everything will be great, and all your dreams of success will come true. Right? We wish it were that easy, but even the best recruitment can only do so much.

Poor onboarding and employee engagement can become a big problem. It can potentially lower workplace morale, create a lack of confidence and trust in the organization, and in the end, higher turnover rates.

Research shows that ineffective employee onboarding and integration results in over 30% of employees leaving their jobs in the first six months. These turnover rates are costly and can negatively affect your entire organization, and to make matters worse – you have to start the recruitment process over again.

When it comes to onboarding, new hires need constant information and feedback. It doesn’t matter how much of a genius a new hire is; it can be very perplexing to be in a new environment and can quickly turn overwhelmingly daunting without the proper assistance.

Companies should always ensure new talent is well-informed about their workspace, various equipment, in-office practices, schedule details, different departments, and co-workers.

Furthermore, it’s crucial to constantly follow up with new hires to hear their feedback, gauge how they are adjusting, and answer any further questions.
Moreover, establishing positive social interactions between new employees and potential candidates will have one of the most significant impacts. New employees should feel part of your team, and helping them create productive relationships creates engagement that will fuel their commitment and integration into your culture.

In addition, office connections help new talents learn about the details of working in your organization, leading to increased productivity, growth potential, and job satisfaction. It also helps to grow an increasingly positive office culture that will affect future recruitment.

Research shows that companies with an enjoyable and practical onboarding experience retain 50% more new talent and an incredible 50% increase in productivity.

Whether it’s providing a proper introduction to your culture and staff, proper documentation, offering more individual training, or ongoing performance support, the benefits from a positive onboarding process are immense and will help you retain new talent and turn them into top performers.


Ultimately, attracting and impressing sought-after candidates and keeping them committed comes down to establishing an attractive work atmosphere, showcasing the benefits of being on your team, and constantly making sure new talent feels valued, prepared, and excited about beginning their new career in your company. 

Delve Content Team

Author Delve Content Team

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