February 27, 2022

5 Ways to Attract Top Talent in a Remote World

Organizational Effectiveness

You want to recruit and retain the most talented workforce possible. Your company deserves it, and you want to foster an environment of talented skilled workers. However, your location might not be ideal for the talent you’re looking for. That’s an obstacle, but it doesn’t have to be a complete roadblock. There are ways you can attract the talent you want.

5 Ways to Attract Top Talent in a Remote World

As new professional, social, and technological trends emerge, your talent acquisition process needs to evolve accordingly. Here are some ideas on how to do so. 


1. Allow for flexibility

Technology has made working remotely via social collaboration tools easier than ever before. Not only does this act as incentive for recruiting out of area talent, but it will also increase satisfaction in local workers as well. Even employees that don’t take advantage of it appreciate the option of having a work from home day.


2. Offer relocation packages

If you want talent to come to you, it’s a good idea to encourage it. You don’t have offer full cost relocation, but some form of assistance will go a long way towards helping someone make a decision to relocate. Sometimes all it takes is that extra push to make a decision more appealing. Giving people a flexible period of time to make the move can be a part of that package as well. You can set up a transitional period where the employee can work remotely for the remainder of a school year before moving in the summer. This can make things easier on the family and show that you have their best interests in mind.


3. Research universities and tap into career centers

Interested in recruiting top, young talent to your organization but missing a strong local higher education system? Identify target universities based on characteristics (strong STEM program, high extracurricular engagement, etc.) you’re seeking, and reach out to their career services office. The professionals in the office can give you pointers on how to effectively attract and recruit students, what they’re looking for, and your likelihood of standing out from your competitors in the labor market.


4. Showcase company culture

Candidates with great talent are looking for more than just a job. They want to find a community and a culture they will thrive in. Make sure to let them know what the culture of your company and community has to offer. This benefits you as well. Bringing in great talent that doesn’t fit in with your culture usually does not bring in the best results. Make sure you’re a good fit for each other, and make sure they know it.


5. Highlight location positives

Every location has its upsides. What is it about where your company resides that makes it great? Is it a fast-paced city atmosphere, or does it have a quiet and relaxing country charm? Does your city have a famous restaurant or tourist attraction? What kinds of activities do your employees do in their free time there? Does your city feature a low cost of living? Show off the house that can be bought with a $100k salary in Paris, Texas as opposed to Paris, France. Make sure to highlight all the things that the area has to offer.

The most important thing is finding the top talent that will work best in your organization and culture. It should be a mutually beneficial relationship.


How Aspirant Can Help

Aspirant's Organizational Effectiveness experts can help update your strategies for recruiting and structuring teams that will strengthen collaboration and productivity. Use the form below to schedule a casual discussion about how we can better position your company for success.


Any questions or feedback?
We'd love to hear from you.

Let's Connect!

Judy partners with executives and leadership teams to engage and inspire employees in a way that delivers sustainable strategic results. She brings deep expertise and creative ideas to solve organizational effectiveness issues and closely collaborates in a way that builds internal capabilities. Judy has spent over 25 years consulting in a variety of industries, bringing her expertise in behavior to a wide range of organizational issues including organizational behavior change, leadership, change management, culture and engagement.

Related posts