Best Practices For Attracting Talent In A Competitive Landscape

We all want to hire the best people - but a mistake so many founders make is ignoring step 1: Build a talent magnet 🧲 Psychometric testing, blind referencing, task-based assignments and culture-fit interviews - all great tools for selecting talent... But if your top of funnel is only 50 candidates per role - you're better off investing time in building the top of funnel rather than selection. At my first company we built a talent magnet that attracted 2,000 candidates per role (pre AI applications). Here are the core steps to building top of funnel in hiring: 1. Define your culture - ensure it is authentic and 'controversial' 2. Craft your employer brand - the reasons people enjoy working at your company (beyond your culture) - eg at sequel those might be working with the world's best athletes on a daily basis, funding pioneering founders, a 'dope' office with a roof terrace & plenty of socialising space, an experienced team with multiple exits 3. Pick your benefits carefully - you are what you attract - at sequel we offer a learning budget, free gym membership, private healthcare, a generous parental policy and proactive wellness screenings - therefore we have healthy team members with a hunger to learn and who want to have families one day 4. Talk about the above publicly - post on LinkedIn, attend events, talk to the press, apply for awards 5. Craft job descriptions optimising for top-of-funnel - remove barriers like requirements for certain levels of education, include wide salary ranges (and pick the range carefully), offer equity if you can, link to other resources to help people learn about your brand (eg we have a team video on our website) 6. Use an ATS & post widely to job boards - we use Workable and post to 20+ job boards for every role 7. Host events - hackathons are a great way to build relationships with engineering and product talent and spend extended period of time seeing how they work 8. Outbound - do not just rely on inbound - create an ideal candidate profile with a detailed dream job history - and start pro-actively reaching out to people who fit the profile Focus on attraction before you invest time in selection. It's a bit like dating... Any other tips for building a magnet for talent?

If you’re still wondering why top talent isn’t choosing you… ask yourself this: would YOU join your own workplace? Top talent doesn’t wait for perfect conditions. they move toward places where they feel seen, valued and challenged. Here’s how to become that place 👇 1️⃣ Stand for something bigger than the job → Your employer brand is your reputation long before you meet a candidate. → Why should someone feel proud to say they work with you? → Let your values be loud, real, and consistently lived. 2️⃣ Define and communicate your EVP clearly (Employee Value Proposition) → Your EVP is the “why us?” → Go beyond perks. Focus on mission, growth and meaning. → And build it around what employees actually care about. 3️⃣ Match ambition with fair compensation → High performers know their worth. → Pay should reflect impact, not just market averages. → Be transparent and fair because it builds trust fast. 4️⃣ Offer benefits that reflect real life → Flexibility. Mental health. Family support. → One-size-fits-all is outdated. → Let your team shape the benefits they actually need. 5️⃣ Make wellbeing a lived experience → Not a poster in the pantry. → Clear expectations + manageable workloads = better performance. → Equip leaders to lead with empathy, not pressure. 6️⃣ Nurture curiosity every day → Top talent craves growth, not stagnation. → Projects, mentoring, stretch roles, development must be ongoing. → Celebrate learning as much as delivery. 7️⃣ Show people they have a future with you → Loyalty grows when people see a path, not a wall. → Build real progression systems, not empty promises. → Spot potential early and invest intentionally. 8️⃣ Lead with integrity, not slogans → Culture is shaped by what leaders do, not what they post. → Accountability must be shared, top down and bottom up. → High standards only inspire when they’re modeled . Attracting talent isn’t a hiring strategy. It’s a leadership strategy. What’s one thing you changed that helped you bring in stronger talent? Drop it in the comments 👇 ____ 👋 Hi, I’m Desma and I help global businesses expanding to the UAE build compliant, culture-driven HR infrastructure that people trust.

You wish you had A-players, but is your company built for it? Attracting top-tier talent requires more than just competitive salaries; it demands a workplace environment that fosters high performance and growth. As a Talent Acquisition leader, I’ve observed that organizations often seek A-players without first ensuring their culture and infrastructure support excellence. We have to create an environment for high performance. A study by Mercer highlights that 55% of organizations are enhancing their employee experience and value proposition to attract and retain top talent. This underscores the importance of cultivating a workplace where high performers can thrive. Some key strategies to attract A-players: 1️⃣It’s no secret that compensation plays a crucial role in attracting top talents. But money alone doesn’t retain A-players. Research from Insperity shows that the best employees are drawn to companies that provide competitive base salaries and performance incentives. Also, 76% of employees now see remote and hybrid work as a key factor in job selection. At the end, high performers prioritize mental and physical well-being; thus, they look for companies that do the same. 2️⃣A-players aren't just looking for jobs. We have to show that our culture fuels their ambition. The most talented professionals seek workplaces where they can collaborate, grow, and contribute meaningfully. In a Forbes Human Resources Council report, it says that companies that prioritize recognition, trust, and inclusion have higher retention rates and employees engaged. Thus, it is essential that there are clear missions and values since high performers want to know that their work has purpose beyond profits. They thrive on growth, which means regular, constructive conversations about the role is necessary to be laid down. 3️⃣ If you want top talent, show them a path forward. A LinkedIn Workplace Learning Report found that 94% of employees would stay longer at a company if it invested in their career development. There should be a clear career progression path where A-player can see the potential advancement within your company. They don’t just want a job. They want impactful projects that push their limits. Culture is not a buzzword, It has to be a foundation of how A-players decide whether to join or not. The real work now is creating an environment where they can do their best at work. Because attracting top talent isn’t just about what you offer. It’s about who you are as a company!

Startups keep making the same hiring mistake. They recruit in waves—hiring when they need someone, then stopping until it’s an emergency. Suddenly, they need a key hire yesterday and scramble to find the perfect person in a tiny, competitive talent pool. This approach doesn’t work. If you want to attract top talent, recruiting has to be a constant priority. Here’s how: 1️⃣ Build relationships before you need them Make connections now, not when you’re desperate. Send messages, ask for intros, and check in with people regularly. Play the long game. The moment a great candidate is open, you should already be top of mind. 2️⃣ Create a culture people rave about Your best hires will come from your team’s network. If your employees love where they work, they’ll bring their best people with them. Make it easy for them to refer others by building a culture worth talking about. 3️⃣ Refine your pitch Why should someone choose you over the 10 other opportunities they have? Your messaging needs to be clear, compelling, and aligned with what your ideal candidate actually wants. If it’s not landing, tweak it until it does. 4️⃣ Be loud about your wins People want to join teams that are going places. Share your milestones, showcase your team’s work, and let people see the momentum. The best candidates aren’t just job hunting—they’re looking for the right story to join. Great companies are always recruiting. If you’re waiting until you need someone, you’re already behind.

Most companies treat talent like a cost center. Then they wonder why they can't attract or retain top performers. Here's a hard truth from 20+ years in talent development: Your talent strategy is your business strategy. Full stop. If you're serious about winning, here are the talent strategies that actually move the needle: 1️⃣ Make belonging non-negotiable Employees who feel they belong are 3x more likely to stay. But belonging isn't about pizza parties and ping pong tables. It's about psychological safety. Clear communication. Equitable access to opportunities. And leadership that walks the talk. I literally wrote the book on this—Creating Belonging—because I watched too many companies talk about culture without doing the work to create it. 2️⃣ Develop leaders BEFORE they're overwhelmed Waiting until your new manager is drowning is too late. Leadership transitions are predictable, prepare people for them. Companies with structured leadership development see 21% higher profitability. That's not a coincidence. 3️⃣ Align talent to business outcomes Stop running development programs because "that's what we've always done." Every learning initiative should tie to a measurable business objective. Ask: What capability gap is preventing us from executing our strategy? Then build talent solutions that close that gap. 4️⃣ Treat retention like a competitive sport The cost of turnover is staggering, typically 50-200% of an employee's salary. Yet most companies only react after someone resigns. Proactive retention means continuous feedback, growth opportunities, and managers who actually know how to lead. Research shows employees led by effective managers are 3x more likely to stay. Invest there. 5️⃣ Build scalable infrastructure early If you're in high-growth mode, don't wait until you're 500 people to think about talent systems. By then, you're playing catch-up. Scalable talent infrastructure: clear career paths, consistent feedback mechanisms, structured onboarding, prevents the chaos that kills momentum. The companies I've worked with that win on talent aren't always the ones with the biggest budgets. They're the ones who understand that sustainable growth requires intentional investment in people. You can't scale chaos. You need clarity, alignment, and leaders equipped to execute. What talent challenge is keeping you up at night?

I’ve hired for several of the top 10 Amazon sellers, and even more in the top 100. Here’s what the highest-functioning teams consistently do from a talent acquisition perspective, and why they attract (and land) top-tier talent: 1️⃣ Their interview process is a well-oiled machine – Interview rounds are clearly outlined (typically 3-5) – Time between interviews is short (ideally under 5 business days) – Candidates are prepped on who they’re meeting and what to expect – Feedback loops are tight and communication is proactive 2️⃣ Compensation bands are clearly defined – Candidates know the range before final rounds – Internal alignment avoids last-minute surprises – Bonus points if there's even modest flexibility for the right person 3️⃣ Hiring managers are involved and available – Big candidate question? Answered same day – Competing offer comes in? Final interview is moved up – Remaining questions? One last call to close the loop → This stuff matters - especially for top performers with multiple options 4️⃣ The role is defined beyond the job description – What does success look like in the first 90 days? – For leadership roles: how many direct reports and what's their scope? – What % is strategy vs. execution? Cross-functional exposure? → Candidates want to see the job before they accept the offer 5️⃣ There’s a clear growth path – Top talent doesn’t want just a job - they want a future – What’s the path to promotion? – What will they need to achieve to level up? ✔️ These things aren’t flashy. But they’re effective. The brands that treat talent as a top priority and invest in real talent pipelines, whether through an agency or in-house, are the ones that win. They rarely have to scramble to fill roles. #Ecommerce #Recruiting

Fostering Belonging Can Transform Recruiting Strategies The way organizations recruit reflects their values. Hiring practices emphasizing belonging send a clear message: employees are more than resources—they are vital contributors to shared success. In my latest article, I examine how belonging shapes recruitment. Companies embedding belonging into their hiring practices stand out, attracting exceptional talent while fostering environments where people connect and thrive. Accenture, Microsoft, Rolls-Royce, and Johnson & Johnson demonstrate how belonging translates into action. Accenture’s flexible work policies, Microsoft’s 40+ Employee Resource Groups, and Rolls-Royce’s “Being Like Me” initiative show how organizations can make candidates feel valued even before they join. These approaches don’t just improve hiring outcomes—they establish cultures that sustain engagement and innovation. Highlights include: 1. Belonging in Hiring: How a sense of connection influences candidates' decisions. 2. Early Signals: Transparent practices and authentic interactions during recruitment set a strong foundation. 3. Quantifiable Impact: Inclusive hiring improves retention, satisfaction, and innovation. The article outlines steps to align recruiting with belonging, such as: 1. Crafting inclusive job descriptions. 2. Equipping hiring managers with tools to address bias. 3. Featuring authentic employee voices in recruitment materials. 4. Using data to measure progress and refine strategies. Companies prioritizing belonging strengthen their ability to hire, retain, and engage talent. #Belonging #Recruiting #TalentStrategy #EmployerBranding #TalentAcquisition #CandidateAttraction #Talent

I've hired hundreds of people over the last decade, from IC's to senior execs. Here are the 4 biggest lessons I wish I'd have learned sooner. 1. KNOW WHAT YOU’RE HIRING FOR. --> A job description isn’t enough. Use a scorecard with clear, objective criteria. --> Score every candidate against the same benchmarks. --> Interviews should focus on gathering information to complete the scorecard—not hypothetical or gimmicky questions. Focus on digging into real-life examples from their experience. 2. RECRUITING MATTERS. --> Either hire a great recruiter or invest significant time as the hiring manager. No shortcuts here. --> A strong personal brand helps attract quality candidates. It works like inbound marketing—candidates come in warmer if they already know and respect you or your company. 3. SELL YOUR VISION. --> Good candidates have options. Fair compensation is table stakes, but what makes them choose you is the vision you offer. --> Spend time showing how your company aligns with their goals, gives meaning to their work, and connects them with a team they’ll love. 4. REFERENCE CHECKS ARE CRUCIAL. --> They keep candidates honest and give you a fuller picture of their past performance. --> Keep it professional but don’t shy away from probing. Use references to triangulate details and gather additional insights. TAKEAWAY: Hiring well isn’t just about finding people; it’s about creating a system that identifies, evaluates, and aligns top talent with your company's goals.

Is your company struggling to attract top talent? The landscape of talent acquisition is fiercely competitive, and effective employer branding can be a game-changer. Studies show that 75% of job seekers consider an employer's brand before even applying for a job. Not only that, a strong employer brand can reduce turnover rates by 28% and cut your cost-per-hire by 50%. So, what key elements make for powerful employer branding? 1. Mission and Values Alignment: Candidates are increasingly looking to work for companies whose values align with their own. Clearly communicate your mission and values on your career page and social media profiles. This will attract candidates who are passionate about what your company stands for. 2. Employee Stories and Testimonials: Leverage the power of storytelling by featuring real employees discussing their experiences. According to LinkedIn, candidates trust the word of other employees three times more than the company's official branding. 3. Careers Page Optimization: Your careers page is the first destination for potential hires. Make it user-friendly and informative. Include detailed job descriptions, growth opportunities, and benefits. 59% of job seekers use mobile devices to search for jobs, so ensure your page is mobile-optimized. 4. Social Media Engagement: Active social media presence can make a significant impact. Share behind-the-scenes content, employee achievements, and day-to-day work life. This portrays your company as a dynamic and innovative place to work. 5. Transparent Corporate Culture: Be open about your work culture. Candidates value transparency and want to know what it’s really like to work at your company. Platforms like Glassdoor and Indeed can provide unbiased reviews that future employees will consider. In a market where talent is scarce, employer branding is not just a luxury but a necessity. Take the first steps to refine your employer branding today and watch as top-tier talent comes knocking at your door. #employerbranding