15 Recruitment Strategies to Hire Top Talent

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Hiring top talent is essential if you want to see your business grow. Having an efficient team can help you take things to the next level and investing in an effective recruitment strategy can do wonders. So it’s important to start by identifying your recruitment needs and choose a strategy wisely.

There are 15 main strategies you can employ split into three groups. You can market your company to potential candidates, recruit internally - which includes promotions and transfers - and you can also use external sources - such as social media, job boards and recruitment agencies. But, you will probably find that to ensure success you are going to need to mix and match different strategies.

Market Your Company to Candidates

1. Boost Your Employer Branding

Employer branding is essentially the identity of the company as an employer. A great employer brand does the hard work for you; it gets people in the job market to choose you over your competitor, and it creates a reputation that precedes you.

  • Provide feedback during all stages of recruitment: Most jobseekers end up frustrated or disappointed when they never hear back from companies they’ve interviewed with, so it’s important to take the time and let people know why they were not chosen.
  • Establish your message: It’s important to make the hiring process purposeful so come up with a message for the entire process. Think of it as a tag line that sums up your hiring needs and why someone should choose your company over the competition.
  • Get accreditation by global organisations: Organisations such as Investors in People award companies for people management, so it’s definitely worth the effort to invest in gaining such accreditation.

2. Promote the Company Culture

Apart from having a great reputation as a recruiter, it’s also important to have a good reputation as an employer. People are interested in companies that have moved past the formal work environment and have created spaces where people can have fun while they work. Promoting your company's culture can help attract talented professionals. Google, for example, has successfully employed this recruitment strategy and has since been able to take their pick from the very best in the industry.

  • Use social media: Candidates tend to look up companies they are considering on social media, so it’s important to have something to show. Post images of your company culture, events, the workplace etc. and don’t be afraid to show the outside world what it is to be like part of the team.
  • Have employees share their success stories: If employees are happy then you should get the word out. Ask employees to share a few reasons why the enjoy working there and post it on social media, on the careers section of the website, or even make a short video.

3. Offer Perks & Benefits

Apart from a positive company culture, top talent also look for perks and benefits, like paid holidays, medical cover, etc. Offering these things helps ensure that a potential employee will choose you over the competition and this is why you should make sure to include a few perks and benefits.

  • Check out what competition is offering: If you are in an industry where there are lots of companies that offer perks, then you need to beat the competition by offering things that matter, but no one else is offering.
  • Offer flexibility or remote working: The traditional 9 to 5 is slowly dying, it’s been proven ineffective, and professionals prefer workplaces that allow them to balance their work and lives as they see fit.
  • Consider signing bonuses: This is especially important if you are trying to hire experienced top-level professionals. If you think that someone will add great value to the team, then you need to consider what you can offer them as a welcome present.

4. Outsource and Hire a Freelancer

Some of the most talented professionals are in freelancing because of the flexibility it gives them. But, many freelancers would rather have a permanent post somewhere, especially if the remuneration package is attractive. To find the best freelancer for the job, start outsourcing things to various freelancers and once you’ve found the best one for the job draw up a contract.

5. Tailor the Recruitment Strategy to the Audience

If you are interested in attracting a particular audience you need to tailor the recruitment strategy to fit the expectations of that audience. So, if, for example, you work for a start-up then you are going to be interested in passionate individuals, which means that you should go for a more creative approach that will get them excited. If, on the other hand, you are looking for millennials you might want to abandon traditional job boards and look for more innovative recruitment methods.

Internal Recruitment

6. Promote Employees

Promotions are important for employee morale; they make people more productive and more willing to go the extra mile. They are also great for company culture as it creates a positive environment where people can grow. And they are also great for attracting external candidates as growth of internal employees is always perceived favourably.

  • Conduct internal interviews: Just because you are hiring someone who’s not new, doesn’t mean that you shouldn’t interview them. Make sure that you speak with them about why they are interested in the position and outline the job duties.
  • Choose someone who will add value: Many companies promote based on seniority, but you need to ensure that the person who is promoted has an innovative vision and is willing to work hard and passionately in their new position.

7. Transfer Employees

job search
job search

Transferring employees between departments can also be an excellent way to fill vacancies. Often employees grow out of their departments, and it’s important to be able to recognise which people will have more to offer in a new department.

  • Discuss Transfers During Performance Reviews: It’s important for employees to know that they are not stuck in a department for the rest of their time in the company. Employees should feel that there are opportunities for lateral moves whenever there’s an opening, and they are qualified for it.

8. Use an Employee Referral Programme

These programmes encourage current employees to refer people they know who might be qualified for the open position. Employee referral programmes are extremely effective as they guarantee quality candidates who will be able to adjust more easily, while they also boost employee morale by getting them involved in the recruitment process.

  • Reward candidates who bring in candidates that are hired: This will make everyone more eager to participate, and also deliver better quality candidates.

External Recruitment

9. Job Boards

Millennials are not keen on using job boards, they prefer using more resourceful mediums, like career websites for example, and this has pushed bigger job boards, like Indeed and Monster to develop into services that deliver tips and advice, as well as vacancies.

  • Use CV Databases: What’s great about job boards is that these days they all offer databases with CVs which means that you can quickly scan various jobseekers’ CVs and contact candidates that have great potential.

10. Social Media

Social media is becoming an increasingly popular recruitment strategy as it’s  a cost-effective solution. It  allows you to target passive candidates,  and review a candidate’s work before you even meet with them.

  • Linkedin: Linkedin is a great tool for recruiters. It has its own job board, and also offers recruiters various tools to find the best candidates. You can also use its search engine to target people by sector and location.
  • Facebook: As this is the most popular social network, posting a job here increases visibility so it’s important to make the most of sponsored posts, while you can also join groups and post your vacancies there. Facebook also offers tools to monitor your audience which allows you to target the right demographic.
  • Twitter: By using hashtags correctly you’ll be able to target professionals who are searching for jobs on Twitter. You can add #nowhiring for example; you can also use a hashtag for the particular professions –eg. #digitalmarketing and the location – eg. #London.

11. Poach Employees from the Competition

If you are looking for experienced professionals, you might want to target your competition. If you think that a particular person will be able to help the company develop there’s no harm in approaching them. But, you should be aware that many companies have a no compete clause on their contracts and it’s possible that the person you were aiming to hire won’t be able to work for you.

12. Attend Job Fairs

Job or career fairs can still be an effective way to find the ideal candidate. What’s great about this recruitment strategy is that it gives you access to many candidates in a supportive environment. Although you need to pitch yourself to candidates rather than the other way round, it can be an excellent way to advertise your company culture and employer branding.

13. Target Passive Candidates

Many people in the workforce are interested in moving forward but never take an active role in job search, so it’s always a good idea to target those people as they are highly qualified and experienced.

  • Use Linkedin: Linkedin is a great tool in reaching out to candidates who are not actively looking for a job. You can review samples of their work online and then decide if it’s worth the time and the trouble to reach out to them.

14. Use a Recruitment Agency

If you have many hiring needs which your in-house team can’t handle, then you might want to consider using a recruitment agency. These agencies have highly trained personnel, know what each sector requires, and are also able to reach out to more people for very competitive prices.

15. Attend Social Events

There are many creative recruitment strategies you can come up with to attract potential employees, but if you want to target the right audience you might want to consider attending an event that your chosen audience might frequent. If for example, you are targeting business analysts, you might want to consider attending a business seminar and meeting people in that sector.


What’s important to remember is that to hire top talent you’ll usually need to combine different recruitment strategies.

Have you had any positive or negative experiences with the recruitment strategies mentioned above? Let us know in the comment section below!