Best Practices in HR

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  July 23, 2021

Best Hiring Strategies to Recruit Top Talents

Recruiting top talent is crucial because you want to avoid quick turnovers in any position. Remember, companies want to avoid high employee turnover because of the time and money it takes to train new people constantly. But hiring top talent means those positions are less likely to be vacant again after just a few months. In fact, highly skilled employees could very well stay with the right company until retirement age. But how do you make sure that you only get the best applicants for your business? Here are a few strategies to help make sure you attract top-tier talent.

Be thorough in checking resumes.

When going through the countless resumes you receive, don’t just pick any at random. You must go through each one carefully to identify hires that fit well with your company. And it should be easy: talented applicants generally have very organized resumes. They clearly detail the necessary work experiences and skills. They will also appear visually attractive, have no unnecessary fluff, and are easy to read and follow. If your prospect’s resume looks like they can give modern resume tips to applicants, that’s an excellent sign. Once you’ve filtered out your choice resumes, you can further differentiate between those that fit current job openings and those that don’t.

Be professional and respect potential hires.

During an interview, make sure you give an excellent first impression to your candidate. You might be wondering why. Isn’t it the candidate’s duty to make an excellent first impression? Why does your image matter when the applicant is the one who wants the job?


Well, as this article said, a candidate’s first impression of your company is critical. Remember, potential hires may be excited and energetic but also nervous about their interview. Make them feel welcome and show kindness and courteousness. Also, respect their time. Make sure you’re on time for your scheduled meeting and give your complete focus to the interview. Be genuinely interested in what they are saying. And after the interview, tell them that you are available for any questions or concerns.


When you do this, you build a good reputation among job seekers. Even those you don’t hire walk away with a positive experience and become brand ambassadors to other applicants. Word of mouth is powerful among candidates. As they share pleasant details about the interview, the company, and the management, others will be more likely to apply. As a result, you’ll attract more skilled workers and get your pick of top recruits.

Look back at past candidates you didn’t hire.

There might have been times when you had multiple candidates at the top of your list for the same position. In the end, you hire one and not the other. Hopefully, you retain all resumes, even for those you don’t employ. Why? Well, since you considered hiring them before, that person is likely a top talent and a good fit for your company. And there’s nothing wrong with hiring job applicants you previously rejected.


Try reaching out to the candidate, especially if you have an opening similar to the previous position. At the very least, you know that at one point, they really wanted to work for your company. Also, they may have learned and experienced new things since you last spoke to them. Maybe they have improved on several essential skills and are even more qualified now than before. Instead of starting your search over, build on the talented applicant pool that already exists.

Use your employees’ networks and set up an employee referral program.

You had ideal candidates for employment, so you hired them, right? Why not use these excellent employees to find additional workers for your company? Since the employees already fit well with your organization, you can assume that their friends and professional acquaintances will be the same. Also, if the employees genuinely like working in your company, they won’t recommend anyone who will bring productivity down. They will likely rack their brain for friends who will fit well into the culture and benefit the business.


You can also incentivize your employees to recruit people they know by setting up a referral program. A referral program usually works by giving employees bonuses or rewards for successful recruitments. The new hire must stay for a certain period before the employee gets their incentive. Make sure to clear things with management, if needed, before making this official. Also, make any instructions about the program clear and easy to follow. That will motivate workers further because they’ll have a clear goal in recruiting additional employees.

Recruitment is a long game, so be patient.

These are just a few tips for attracting the best of the best to your company. Make your life easier by tapping other people in your network. They likely know someone who is the perfect fit for a particular position. Also, when you show respect to all people, you boost your company’s good reputation and draw solid workers. Finally, remember that you can’t be left behind in your recruitment strategies when it comes to hiring skilled employees. Always think of new ways to attract hires, and be as tenacious as possible. Don’t give up, and you will certainly get the top talent you need for your company.