HR companies and research centres around the world have wondered about the secret formula for attracting top talent to companies that rely on innovation and creativity. They usually mention the following mix:

However, some of these strategies have become obsolete, while others are gaining more traction. For example, amid the coronavirus pandemic, campus recruiting has taken a bit of a step back, while social media activities have become more prominent.

In this article, we will be looking at the four best ways to attract new talent straight out of college. All the while, we will be taking into accounts the latest trends in HR and recruiting, making these strategies 2020-friendly.

1) Craft fantastic job descriptions and ads

Capturing top talent is no easy feat, no matter which company you’re in. In his comprehensive book “How to Hire A-Players”, author Eric Kerrenhol discusses the lengthy and complicated process of hiring and on-boarding exceptional candidates. This is a step-by-step process prone to mistakes and setbacks, which is why you need to optimize each step if you want to be a fabulous recruiter. However, everything starts with a great job description.

If you do not feel like you can properly capture the appeal of your company, you can hire professional writers at Wowgrade that helps to do it for you. 

Image source: RecruiterBox

2) Rev up flexibility perks

Attracting top talent in 2020 is all about offering a high degree of flexibility. This is no new occurrence. After all, recruiters and HR managers have been using these strategies to attract talent in the IT and creative industries for several years now. The ping pong tables and free snacks that have become synonymous with start-ups looking to attract young experts have now become the new normal.

In light of everything that has been happening this year, flexibility options are more important than ever. That is why you need to constantly work on improving and expanding your flexibility perks if you want to obtain and retain A-players.

Here are some ideas on what you can add to your job positions to make them more attractive for talented candidates:

  • remote work
  • flexible hours
  • work from home options
  • bring-your-pet-to-work option
  • kindergarten offer/subsidy
  • mental health days, etc.

Bridgette Hernandez, a writer, and editor at GrabMyEssay, says, “flexibility is a must-have in any job in 2020. Workers are looking for the perfect combination of security and stability without having to be bound to the traditional 9-to-5 office environment. This is especially important for top talents.”

3) Encourage referrals

Good employees with a colourful and impressive skillset will usually have several great recommendations for new employees. This is nothing unusual, as people usually surround themselves with people who have similar interests and hobbies. For example, students who write dissertations on the PhD level at the same time are more likely to keep in touch after grad school. 

Sometimes, when you are looking for top talent, you won’t have to go much further than simply consulting with the talent you already have. The main benefit of this strategy is that employees already know whether someone will be a good culture fit – you won’t have to waste time on awkward interviews where you simply don’t see the person working there, even though they have all the necessary qualifications. 

If your company is running a program of open applications, make sure you remind your employees from time to time and that they should feel free to recommend someone. You would be surprised how many gems you can find through the simple process of employee referrals. 

4) Diversify your recruiting efforts

Finally, we come to the last strategy you should deploy as a 2020-friendly recruiting department. To find the best talent, you need to go where no HR manager has gone before. In other words, do not be afraid to spread out your channels and platforms to find new candidates.

Nowadays, there are many freelancing and job websites where you can list your job description. Contrary to usual job listing websites, this is where you will be able to reach talent that does not usually hang out at job boards. Nevertheless, these A-players are very much ready to work for a company under the right conditions.

It’s also a great idea to expand your social media presence. There, you can present your company culture more vividly and illustrate how your company really is a wonderful place to work. To say it once again, top talents are looking for much more than just high wages. Before accepting a job, they will make sure that the company is a great place to work in. 

You can also achieve this effect by running a blog page where you can talk about the social component of your company. There, you can also cover important job-hunting related topics, such as the typical interview at your company or the stages of the hiring process. Potential candidates will be able to refer to these materials before applying to your job listing or as they advance through the hiring process.

Image source: TalentLyft


If you are a part of a small company, it seems like big, multinational companies are constantly winning the war for talent. However, there are many drawbacks to those companies that they simply cannot turn around. This is where your company comes in, with opportunities for A-players which cannot be met in huge companies. Use some of these strategies to kick-start the hiring process and add some fresh talent to your company!

Author bio:

Nicole Garrison is a content strategist, writer, and contributor at Subjecto. She is a dedicated and experienced author who pays particular attention to quality research. Nicole consistently attends different courses, seminars, and conferences that keep her knowledge up to date. One of the main fields of business she focuses on is digital marketing and customer experience.

author avatar
Outside Contributor
From time to time, we are glad to feature outside authors who contribute to BizzMarkBlog with their insights and experience. This is one of those features.

Posted by Outside Contributor

From time to time, we are glad to feature outside authors who contribute to BizzMarkBlog with their insights and experience. This is one of those features.