Much has been written about this topic, yet ‘how to attract talent’ remains one of the most searched-for questions in the HR world. The reason is simple: organizations are navigating an ever-changing landscape when it comes to talent acquisition.

Not long ago, remote work was considered a game-changer perk, a must-have benefit that set companies apart. Today, however, it is an expectation rather than a differentiator. In fact, evidence suggests that younger generations increasingly see remote work as a potential disadvantage, as they believe that in-person collaboration is crucial for socialization, mentorship and upward mobility. 44% of younger employees now see the office as more valuable, compared to 28% of older workers.

This generational divide means that the approach to attracting talent must evolve accordingly.

Fine-tune your hybrid work policies

Research from Steelcase reveals that Millennials and Gen Z, the largest workforce demographic, want more time in the office. Many young professionals even worry that working remotely could hinder their career progression. 42% of younger employees see in-office work as crucial for career advancement, compared to 31% of older employees.

To attract high-potential talent, organizations must strike the right hybrid work balance. This means fostering a collaborative office environment where networking, mentorship, and career growth are emphasized. At the same time, maintaining some flexibility is essential to accommodate employees who require remote work options. The key is to create a workplace that values both in-office collaboration and work-life balance.

Invest in your workspace

According to the Steelcase study, 74% of younger employees consider office design and quality to be extremely or highly important. They also expect today’s office environments to be a step up from pre-pandemic setups.

Key features that attract younger professionals include:

• More collaborative spaces
• Greater privacy options
• Flexible and adaptable furniture
• Sustainable office design

This emphasis on office design and experience is not new. Google was an early pioneer of attracting talent through innovative office spaces, demonstrating the power of a well-designed workplace. In a post-pandemic world, cutting-edge workspaces have once again become a key tool when considering how to attract talent.

Clearly define top talent and screen for It

To successfully attract top talent, organizations must first define what success looks like within their workforce. Identifying the unique skill sets, traits, and competencies that drive success allows companies to refine their recruitment strategies.

These success profiles, championed by HR firms like Korn Ferry and widely used by employers such as the UK Civil Service, help organizations craft more compelling job adverts that resonate with the right candidates.

By clearly defining and communicating expectations, companies can attract individuals who perfectly align with competency requirements.

Embrace the latest technology

Younger professionals expect to work with cutting-edge technology to enhance their career growth. In fact, anecdotal data from interviews at one of the world’s largest law firms revealed that junior lawyers often ask the following revealing questions of employers at interviews:

• “What technology does your firm use?”
• “Will I get hands-on experience with it?”
• “How often will I be using it?”

For companies aiming to attract tech-savvy professionals, being able to showcase AI-driven processes, automation tools, and digital innovation can make a significant difference in attracting high-calibre candidates.

How to attract talent with competitive packages

While salary remains a crucial factor, compensation alone is no longer enough to attract top talent. Organizations must regularly benchmark their pay structures against industry standards to stay competitive.

One benefit that has become increasingly critical in attracting talent is mental health support. Research from People Management Magazine found that 86% of employees would be more likely to leave a company that does not support mental well-being.

Providing robust mental health benefits, such as counselling services, stress management programs, and flexible wellness policies, can greatly enhance an employer’s attractiveness in today’s job market.

How to attract talent in the Gig Economy

The gig economy offers access to highly skilled professionals, but attracting and retaining them requires a different approach than traditional hiring.

Gig platforms rank and rate freelancers based on revenue earned and client feedback, making it easy to identify top talent—but difficult to secure their services, as demand is high.

Freelancers prioritize the following key factors when choosing clients:

• Clear communication
• Prompt payment
• Well-defined project scopes
• Respect for their freelance status
• Competitive pay rates
• Positive client ratings
• Opportunities for repeat work

Organizations seeking to attract top freelancers must ensure their working relationships are structured to accommodate these expectations.

Attracting top talent is no longer about just offering remote work or a high salary. The expectations of today’s workforce, particularly Millennials and Gen Z, have evolved significantly.

To remain competitive, businesses must take a holistic approach, focusing on:

• Balancing hybrid work models to promote career growth and collaboration
• Leveraging advanced technology to appeal to digitally fluent professionals
• Offering competitive compensation and robust mental health benefits
• Understanding the gig economy and creating attractive opportunities for freelancers

By addressing these factors, organizations can position themselves as employers of choice, ensuring they attract and retain the very best talent in today’s highly competitive job market.