4. Role of the brand
One strategy for attracting high calibre candidates at all levels is to emphasise and project the values of your company’s brand. Clearly this requires a clear understanding of – and a total buy-in to – your company’s core values, its personality and how they impact on people. For some, working for a company they admire and can be proud of, is just as important as the other rewards they receive.

5. Internal processes
To ensure an effective recruitment process, you should develop a sound understanding of the correct media in which to advertise for positions, and it is vital that the most appropriate people are doing the interviewing. Interviewers must have sufficient training in how to interview and recruit. Here, it is important to point out that recruitment must be everyone’s responsibility and the burden of responsibility should not fall solely on the shoulders of just one person.

 

6. Salary and benefits
Unlike the old days when salary was virtually the only consideration in terms of remuneration, these days we have to look wider at the benefits package and understand and examine what motivates candidates. Clearly cash is likely to remain the key driver, followed by non-cash benefits such as medical health insurance and pensions, but there will be other factors to consider – childcare, help with looking after an elderly relative at home, a travel allowance or travel loan, for instance.

7. Investing in the future
One of the best ways of ensuring a constant supply of skilled employees is to identify and build relationships with educational institutions. Work placements and sponsorships, for example, are excellent opportunities for companies to nurture new talent. And we should not underestimate the importance of the training and professional development of existing staff, and of making training allowances a standard part of any staff package.