Conclusion

Jobseekers are looking for employers who can give them the opportunity to reinvent their careers and get a fresh start. But they are bombarded with information at every corner, so as employers, we need to create a deeper connection with them at point of attraction to be able to stand out from the crowd.

Employer branding has become a key factor in talent attraction. And this needs to be communicated from the candidate’s first point of contact with us. Our job adverts must go beyond listing requirements, to telling the story of our company, our brand and our values, to inspire candidates to apply.

Diversity & Inclusion has come a long way in the past 5-10 years, as employers have started to recognise its benefits on the productivity and profitability of the business. Becoming an inclusive workplace can not only open us up to more diverse talent pools, but it can also drive up employee engagement and candidate attraction.

Advances in assessment technology are starting to help employers measure what matters and tap into realistic job scenarios to identify candidates with high capability and high engagement with the job.

But assessing for culture fit can be a more challenging process. When hiring, we need to move beyond our affinity and confirmation biases to make fair, equal and inclusive decisions. Asking flip-it questions can help us discover our own unconscious ratings, reaction patterns and interpretations, and reset them.