Corporate Culture, Diversity, Employer Branding, Salary & Benefits

Magnetic Attraction

What does it take to become a talent magnet?

Name recognition certainly helps. Think Google, Goldman Sachs, Apple, EY, PwC, and other top brands. However, not all “recognition” is positive. Think Uber.

Today, more than ever, a positive employer brand is a key factor in attracting top job candidates.

Elements of Attraction

But what makes for a positive employer brand, the kind that leads to magnetic attraction? And how do small and midsize organizations compete with top companies?

The truth is any employer can become a talent magnet. While your organization may never have the same allure as a global giant like Google, you can become a preferred employer in your corner of the world.

Here are five elements that will help your company attract top candidates.

Authentic leadership. When leaders are self-aware and genuine, they create a culture where honesty and ethical behavior is the norm. Authenticity also begets authenticity, allowing for individuality and creativity in the workplace. Such an environment is especially important to talented, driven individuals, who want to work where they can make the best possible contribution.

Diversity and inclusion. Prospective employees want to know they are welcome, no matter their race, religion, and gender identity. A company has good reason to practice diversity and inclusion, beyond the fact that discrimination is against the law. The company that encourages diversity opens itself up to a larger, more dynamic talent pool, and new ways of viewing the world. Diversity will manifest itself in all facets of the business, including the perception of employer and consumer brands.

Benefits that promote work-life balance. Employees often have difficulty finding a balance between career and other aspects of life. The company that recognizes this struggle and provides support will be rewarded tenfold in employee commitment. Benefits like telecommuting, flexible hours, and flexible time off make a difference in people’s lives, and show employees—and job candidates—you care.

Growth opportunities. Talented individuals want to work for companies where they can continue to learn and grow. Small and midsize companies may not be able to offer as much in the way of upward mobility as their larger counterparts, but other offerings can speak to growth. By supporting continuing education through a tuition reimbursement program, providing workplace and offsite training, and encouraging participation at conferences and work-related events, companies show they are committed to helping job candidates further their personal and career goals.

Charitable giving and community support. Job candidates want to work for good corporate citizens. Companies that give back to the communities where they conduct business and support social responsibility initiatives are attractive to would-be employees. In fact, several surveys show that job candidates would take a pay cut to work for a socially responsible company. Additionally, candidates want a chance to make a contribution, by participating in company-sponsored volunteer programs or by working for a company that grants time off for volunteering.

Note: RecruitCon Road Trip East, which takes place in Boston, October 19, and RecruitCon Road Trip West, which arrives in San Francisco, November 29, include the keynote session, “Why This Company Is a Talent Magnet—and How Your Company Can Be One, Too.” At each event, a leader from a top company will share why its organization is a talent magnet.

Paula Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages.