How attract top talent this February

February isn't only about romance; it's a time to show top talent why they should fall in love with your company. To find the perfect candidate and client match, there are strategies to attract the best candidates, creating a workplace they can't resist. From crafting interesting job descriptions to creating a culture of growth, discover the subtle art of candidate attraction this February. Here is how to attract your perfect candidate:

Understand what candidates want

Candidates' expectations have changed since the pandemic. They prioritise workplace flexibility, job security, and meaningful work. Hiring managers need to adapt their recruitment strategies to accommodate remote work preferences.

Candidates are looking for change, progression, and challenging work. Focusing on these when advertising your roles can help attract applications with the right attitude and skill set. To attract top talent, highlight flexible working, meaningful work, and training in your job adverts and interviews. Showcase your company's commitment to employee wellbeing and development, as these factors can be a big draw for candidates. And don’t be afraid to reiterate them during the interview and offer stage. This could be the difference between a candidate accepting or declining an offer. 

Our advice: Take time to address the most important things for candidates when attracting suitable talent for your job.

Create a compelling candidate experience

Let’s face it, no one enjoys job hunting. Delivering a compelling candidate experience isn’t just about filling roles; it’s about building lasting relationships. Candidates are putting their talents and career aspirations on the line, and hiring managers are investing resources and time in finding talent.

Being responsive and efficient can make your organisation more appealing than your competitors. This is causing frustration with candidates who are finding the hiring process slow. The easiest way to miss out on talent is a drawn-out recruitment process that extends far longer than needed.

Our advice: Can you reduce your time to hire?  If it extends longer than the market average, top talent is unlikely to wait around.

Employer branding

Employer branding is gaining pace as employers realise the importance of highlighting their company culture and benefits to attract top talent. According to Indeed, 94% of candidates consider an employer’s brand when applying for jobs. Gone are the days of posting a job advert and hoping applications flood in. And, too, are the days when free fruit or a fridge full of drinks counted as looking after your employees.

Everything from the salary and benefits to training and flexible work, organisational culture employee treatments impact the impression you’re trying to make on potential candidates.

Our advice: Show off your company culture and how your team collaborates. Job hunters often check out a company blog, so ensure content is current with articles written by company leaders. Videos can tell your company story, celebrate diverse employees, and show workspaces.

Be upfront about finances

salaries. Employers who fail to recognise transparent salary preferences are unattractive to today’s candidates  In the US, several states have pay transparency laws. The EU has passed the Pay Transparency Directive, which requires companies to be more transparent about pay from 2026. UK-only businesses are not within scope; inevitably, there will be pressure to be transparent on pay.

Our advice: Take time to benchmark your positions using up-to-date data. Look at your competitor salaries and remember, ‘competitive’ means little to a potential candidate.

Interesting job descriptions

Focus on career advancement and training opportunities when advertising your roles. Candidates don’t want to sift through job descriptions that read like to-do lists filled with internal jargon and acronyms. It’s important to create jobs that are clear, engaging, and free of complexity. This approach attracts more applicants and helps them understand the role better. Be flexible with your working arrangements and make your policies clear at the get-go.

Our advice: Use the job advert to help candidates envisage themselves in the role. When addressing your audience, use  “you’ll be”, “you,” and “you’re” – this enables the candidate to imagine themselves in your role.

Onboarding

The first 90 days are critical to turning a new team member into a productive employee. According to Gallup, employees with a better onboarding experience are 2.6x more likely to be satisfied at work. Only 12% of new hires recently surveyed said their organisation had a good onboarding process.

Our advice:  Your company can make a lasting first impression with a smooth onboarding process. If onboarding happens remotely, give tailored onboarding.

And finally, no one likes to be ghosted!

Respond to all candidates, regardless of whether they get an interview, an offer, or not. Far too many candidates go unanswered. According to findings from StartWire, 77% said they think less of companies that don’t respond to applicants. With Glassdoor company reviews, candidates left hanging in the recruitment process will share their negative experiences. Nothing gives recruiters a bad name more than ‘ghosting’ candidates post-interview stage. Not only will it damage your employer brand, but it makes for a terrible candidate experience.

Our advice: Keep in touch with candidates or your recruitment consultant. Give constructive feedback, and update them on the status of applications. If a candidate is waiting longer than expected for feedback, a text or email can let them know that their application is pending.

Follow these tips, and you might find your perfect candidate match this February.