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How to attract talent in a less appealing sector

Marketing, finance, IT… All popular sectors, seen by many graduates as the ‘sexier’ or more appealing industries to get into. But what about engineering or insurance? Organisations in those areas need to employ a whole range of tactics to attract and retain top talent. But what kind of tactics are we talking about? This is the conundrum posited by Juliet Hailstone in a blog post for HR and payroll solutions provider MHR. Fortunately, alongside the query comes some useful advice. Employers, take note…

Go digital

Your social channels, website and application portal are among the first experiences the candidate will have with your company, so it pays to make a good impression. What's more, digital platforms like social media offer unprecedented ways to engage and communicate with potential candidates. Use your social channels to show the world another side of your company. Go behind the scenes, create multimedia content that captivates and enthrals, or share testimonies from those already in the sector to really spark interest.

Capitalise on what makes you special

For large, well-known corporations attracting candidates can be simple. For smaller companies, getting yourself seen is half the battle. However, while we may assume that the best opportunities are to be found with the big brands, small, medium or unexpected organisations and industries often offer more experience, challenges and rewards than their larger counterparts due to there being more space for a graduate to experiment and try out different roles within the company. So bank on what makes you special. Capitalise on the unknown areas of your organisation. Do you have diversity programmes? Do you offer free lunches on a Friday? Or unique training opportunities? Pique a graduate’s interest and boast about what you can offer.

Speed it up

This is one of the simpler ways to help your company stand out. By speeding up your application process you can keep up with the fast-paced lives of graduates today. Moreover, create personalised responses and you can show them a tangible example of why working for your company is equally as personal, friendly and inclusive as it would be at a larger, more well-known brand.

Get creative

This is especially true if you work in a creative industry – how do you expect to attract the most creative candidates if you don’t think outside the box? Many big names like EY, Microsoft and Deutsche Bank are now using gamification as part of their recruitment process – could it work for you?

Register with GradLink

Now, we may be slightly biased, but we do know one sure-fire way to get instant access to unparalleled candidates. At Gradlink, we have an extensive database of outstanding international graduates who are talented, tenacious and from every corner of the globe. Sign up with us for free today to get access to our sea of CVs.