Every organization wants to hire employees to drive business success. But nowadays, attracting top talent requires far more than job postings. Companies have to actively target the right candidates, promote positions through various outlets and capitalize on their marketing efforts to stand out among a surplus of great job opportunities.

Being successful at recruiting talent also means companies have to rethink their current employee recruitment strategies and find innovative ways to attract talent. The following action steps can help your organization transform its hiring process and win big when attracting talent to your organization.

Don’t be afraid to pursue talent

If your organization is rethinking how to attract top talent, it’s essential to consider reaching both active and passive candidates. Just because a talented individual isn’t knocking at your door doesn’t mean they shouldn’t know more about your organization and why it’s a great place to work. According to a study, approximately half of all hires are recruited or proactively sourced.

Find ways to build relationships with passive candidates even before they consider looking for a new position. To do this, listen to their career goals, know what motivates them and then provide a clear picture of how their career could thrive at your organization. Regular communication will ensure you keep them engaged with your company and alert you to any new developments in their career path.

To boost your recruitment efforts, create a robust careers page. Utilize job boards such as LinkedIn and Indeed, and consider implementing employee referral programs to extend your talent reach.

Showcase what sets you part

 You may already know your organization is a great place to work. But that doesn’t necessarily equate to successful recruitment. To differentiate your organization from the competition, showcase what makes your culture special and unique. One of the most authentic ways is to feature the words of who knows your organization best: your employees.

Showcasing your employer brand with tools that draw upon strengths from your employee engagement survey can capture the attention of job candidates and provide a glimpse of what it’s like to work for your organization.

An intentional, people-first culture is an important quality of a great workplace. But there are other considerations for recruiting talent too. Pay and benefits are critical for some. For others, it might be learning opportunities, a work/life balance or feeling challenged by the work. Knowing and promoting your organization’s key strengths will make it easier to attract top talent.

Enhance your brand using social media

There are many innovative ways to attract talent to your organization, including leveraging social media platforms to grow brand awareness, promote your unique culture and build credibility. Popular sites like Facebook, Twitter and LinkedIn are visible places to showcase company events, highlight employee testimonials and connect with top talent.

Participate in community outreach

When considering how to attract top talent to your company, partnering with local community projects or schools is a great way to demonstrate your company’s core values and reach a specific target market. Consider creating a company internship or mentoring program. Specialized opportunities will attract candidates who are willing to learn about your organization, its values and goals.

Host potential candidate at a open house

Allow applicants to experience your organization up close and personal by hosting an open house or job fair. Depending on your recruiting goals, the event guest list can be as broad as an open social media invitation or as exclusive as a personal email invite to referrals sourced from current employees.

Don’t overlook the potential of a virtual event like happy hour or a live tour to give prospective candidates the chance to connect with your team and get to know your organization better. Remote opportunities are especially effective when in-person events aren’t an option due to social distancing or when candidates are geographically dispersed.