09 February 2023

In a market flooded with new opportunities, it can be hard to stand out from the crowd. As search partners, we spend a good portion of our days talking to candidates about the pros and cons of placements, always taking the time to ensure that we understand our candidates wants and aspirations are reflected in the companies we submit them to.

But as a company, how can you ensure that your business stands out to the best talent possible?

Here are our 3 key points for candidate attraction

1. Staff retention

Staff retention is one of the biggest green or red flags when considering a new role. Generally speaking, a high staff turnover rate suggests that the company aren’t able to keep talent. This can be due to multiple factors; perhaps there is limiting progression, and whilst employees enjoy their work, they don’t see a clear way to continue to grow with the company. Or perhaps there is an underlying problem which has left them unable to retain talent. Ensuring that your employees are happy and can see longevity in your business is one of the best ways to attract new talent. If you’ve got a great reputation for caring for your staff, then shout it from the roof tops. On the other hand, if you’ve had a high rate of staff turnover up until now, take steps to show what you’re doing to combat it. Are you regularly reviewing your salaries against industry standards? Do you have a structured progression plan with multiple pathways?

2. What makes you different

Considering how many new roles open up every day, it’s important to know and accurately represent your USPs to prospective employees. Standing out isn’t just about the work that you’re doing but also what you represent in the wider market. Whether looking for freelancers or permanent staff, the best candidates will have a clear picture of what and WHO they want to represent, so consider aspects of your company culture that you’re proud of. For the more ethically conscious candidates, a renewability scheme and a sense of eco-awareness is a plus. For candidates who want to see representation and diversity, champion the percentage of women and minorities in roles of senior leadership. These are all aspects which matter to candidates, and can be the tipping point that makes the best candidate for the role chose your business over another.

3. Benefits package

Standing out from the crowd with a killer benefits package is always a great way to attract the best talent. Whilst base salary, title and progression opportunities are massively important, a company’s benefits package says a lot about how a company looks after their workforce. Considering the cost-of-living crisis in the UK at the moment, it could be worth revisiting your benefits package to see if there are ways you can better support your employees during these challenging times. For example, if you offer flexible or remote work, consider providing a work-from-home package to ensure that employees have a comfortable and supportive work environment. If you say you want employees to have a great work/life balance, be sure to outline the steps you've taken to ensure your current team have time to relax and recuperate. Outside of the standard package offered by companies, what are you doing that’s different? Do you have a wellness programme in place to look after your employees’ mental health. Do you reward high performers with a bonus scheme? Do you offer paid overtime, or flexible hours for people with families/ care responsibilities outside of work?

Of course, these three points are not an exhaustive list, but they are a great place to start when it comes to representing your company to new talent. By keeping these key factors in mind, you will ensure that the best talent in the market sees the value of joining a business like yours.

For more advice and guidance on how to attract the best talent, reach out to the team at Carys Mills Consulting today. We work closely with our clients to understand the dynamics of pre-existing teams to ensure that we find the highest quality talent best placed for the role. With decades of experience in the healthcare communications market itself, we intimately understand the skills and qualifications need to fit niche roles within the sector.

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