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Talent acquisition tips to attract top candidates

Competition and a digital workforce have transformed the way human resource (HR) departments are expected to function. Hiring managers now need to go above and beyond simply attracting and onboarding talent—not to mention offer insights on everything from brand image to company culture. The right technology empowers your line-of-business managers to free up HR leaders for strategic activities.


Tip one:

Find talent acquisition software that can help your business

With the right technology, you can quickly identify and build relationships with A-list candidates and allow you to:

  • Provide tools that offer insights into candidate profiles and streamline everything from giving feedback to interview scheduling.
  • Improve experiences for candidates by providing the best recruiting, hiring, and onboarding tools.
  • Empower line-of-business managers and free up HR leaders for other activities.


Tip two:

Implement talent acquisition software that integrates with your existing HCM system

HR recruiters, and those in hiring positions, can use digital tools to get a well needed boost to their candidate search. But there’s no need to overhaul the systems and processes your company use now. There are tools that work with the human capital management (HCM) applications your company currently utilises.

It’s important to choose modular apps that work with your HCM systems and can help solve various aspects of HR as well as people management.


Tip three:

Make a strong first impression

If a job seeker visits any of your company’s social channels and doesn’t get a clear and immediate impression of your company mission and culture, chances are they’ll stop right there and pass you by. Be sure you’re putting your best company face forward.

Here are a few ways you can give off a good first impression:

  • Craft job descriptions that focus less on required skills and more about the business impact of the role.
  • Generate ads that show off your mission and company culture to help attract job seekers.
  • Create accessible and social media content.

Learn more about employee onboarding.


Tip four:

Be proactive versus reactive

Most hiring managers wait for candidates to find them or cast a wide recruiting net and hope they’ll attract the right talent. It’s more effective to set preferences so you can narrow your choices and improve your search by:

  • Creating filters that bring the right candidates to your attention, even if they’re not actively looking for a job.
  • Pulling from different resources, such as resumes and social media accounts, to build profiles on potential hires.
  • Searching for candidates internally and externally.


Tip five:

Get the right insights for the right action

HR can benefit from machine learning and talent analytics to search and identify future hires and build a candidate pipeline by:

  • Offering insights into potential candidates and forecast who will probably engage with you.
  • Gathering and comparing resumes and portfolios of candidates you’re interested in.
  • Allowing you to monitor industry trends for more informed hiring decisions.

In addition, predictive analytics will let you be more proactive in hiring through such tools as standardised performance metrics, behavioural assessments, and customer service scores—helping forecast the outcomes of future employees.


Tip six:

Show your company culture, don’t tell

Job seekers like company images and stories they can emotionally connect with. Things to keep in mind as you create memorable and moving company videos that offer glimpses inside your company:

  • Make it mobile.
  • Keep it short and sweet.
  • Be clear about the core values of your company.
  • Create videos that tell job seekers about hiring events and job openings.

Plus, candidates tend to believe a former or current employee to give company insights than the hiring or recruitment person. This is where your staff can be your strongest advocates for your organisation. Here are some things to keep in mind when you let your staff do the talking:

  • Have your staff give the pros and cons on what you’re like to work with—a little transparency goes a long way.
  • Give your employees the tools to share on social media channels that job seekers use, such as LinkedIn.
  • Create referral programmes that reward employees for recommending candidates.


Tip seven:

Discover how to use digital tools streamline your talent acquisition process

Download this free e-book for insights into more effective ways to attract, evaluate, and hire top-tier talent in the digital workplace.



Tip eight:

Don’t forget the human touch

Technology doesn’t mean a thing without humanity. Most candidates are more interested in your company mission and culture than the features your hiring software offers. Talent acquisition technology should free you and your staff up to make a more human connection with candidates.

Get started with your talent acquisition

Discover how Microsoft Dynamics 365 Talent delivers software and apps to help you find, engage, and hire the right candidates for your company—faster.

Next steps: Now that you’ve found top-tier talent, how will you keep them? Discover how to streamline your onboarding process.