Twelve Takeaways to Tempt the Market’s Top Talent

Whether you are receiving too many or too few applications, many recruiters are having difficulty finding the right candidate that matches their specific needs.

The problem often relates to internal and external skills gaps and these exists across an ever-growing number of industries as the pace of change continues to increase.

Your goal should be to stand out as an employer of choice. It is all about positioning your business as a place where high performers want to be. It’s not just about salary—it’s the full package of culture, growth, and reputation. Here are 12 keys tips on how to attract top talent.

1. Build a Strong Employer Brand

• Showcase your company’s mission, values, and culture online (website, LinkedIn, Glassdoor).
• Share employee success stories and behind-the-scenes content.
• Highlight impact—top talent wants to know they’ll make a difference.

2. Offer Competitive Compensation & Benefits

• Benchmark salaries against the market.
• Go beyond pay: flexible working, wellness programs, professional development allowances, stock options, or bonuses.
• Customise perks to what your target talent values (e.g. remote work for tech roles, career progression for ambitious graduates).

3. Create a Great Candidate Experience

• Streamline your recruitment process—fast, clear, and respectful.
• Give timely feedback (top candidates won’t wait around).
• Treat interviews like two-way conversations, not interrogations.

4. Focus on Career Growth

• Offer clear progression pathways.
• Provide training, mentorship, and learning opportunities.
• Communicate how employees can shape their future in your company.

5. Leverage Networks & Referrals

• Encourage employee referrals (top people know other top people).
• Build relationships with universities, industry groups, and online communities.
• Maintain a talent pool—even if you don’t hire someone now, keep them engaged for future roles.

6. Showcase Culture & Flexibility

• Promote work-life balance and flexible arrangements.
• Highlight diversity, inclusion, and belonging.
• Use social proof—share testimonials, awards, or recognition that validates your workplace.

7. Be Proactive, Not Reactive

• Engage passive candidates through networking and thought leadership.
• Build your reputation as an industry leader (speak at events, publish content).
• Stay visible so when talent is ready to move, they think of you first.

8. Managing the Skills Gap within your Business;

• Assess current skills: Use performance reviews, employee surveys, or skills assessments.
• Map against business goals: Compare what skills you have now versus what you’ll need for upcoming projects, new technologies, or strategic growth.
• Prioritise critical gaps: Not all gaps are urgent—focus first on those that directly impact performance or growth.

9. Close the Gap Internally

• Upskill & reskill: Provide training, workshops, online courses, or mentorship programs.
• Job shadowing & cross-training: Encourage employees to learn from each other, so knowledge spreads across the team.
• Stretch assignments: Give staff opportunities to take on new responsibilities in a supportive environment.

10. Bring in External Expertise

• Hiring: Recruit candidates who already have the skills you need (permanent or contract).
• Consultants & freelancers: Bring in specialists on a temporary basis.
• Partnerships: Collaborate with external organisations, vendors, or educational institutions.

11. Build a Long-Term Talent Strategy

• Succession planning: Develop internal talent pipelines so you’re not left scrambling later.
• Employer branding: Position your business as a place where top talent wants to work.
• Continuous learning culture: Encourage ongoing development so gaps don’t widen again.

12. Measure Progress

• Track KPIs such as employee productivity, retention, time-to-fill roles, and project success rates.
• Adjust strategies based on results—what works for one team or function may not work for another.

Need help recruiting the right people?

Contact our Business Development Team for a free, no obligation chat about how KPI can help your business acquire new talent.

• Joe Jardine, JoeJ@kpir.co.uk, 07874 867453
• Luke Cregan, LukeC@kpir.co.uk, 07842 529268
• Ryan Cunliffe, RyanC@kpir.co.uk,  07931 681567
• Sian Hopwood, SianH@kpir.co.uk, 07508 027612