Attracting talent that will align to your Purpose, Vision and Values needs a lot more thought than many companies have been willing to give it. My view is that too many companies think about recruitment as a transaction, a painful exercise that is only considered when you need to replace an outgoing employee or perhaps more postively a new role that has been created.
Short term thinking will not deliver your longer term strategic plan and is likely to only attract candidates who are active in the job market at that point in time. They may be fine but definately won't be the absolute best that you can attract.
Instead, I would highly encourage you to think 3 years ahead. What individuals does your business need to deliver its strategy? From there think about building a pipeline full of top talent that would love to work for you that you can "call off" when you are ready.
This is where an Employer Branding or Candidate Attraction strategy comes in...
The war for talent is an ongoing battle as companies struggle to fill their open roles with qualified candidates. In face, 38 percent of the more than 41,000 hiring managers surveyed by ManPowerGroup in 2015 said they are finding it difficult to fill jobs. But maybe it’s not a lack of qualified candidates in the job market that’s causing this issue. Perhaps companies are failing to attract the right people. The only way to know is to step into their shoes. What do they want? Let’s take a look at how the candidate experience can be used to refine recruiting processes to give job seekers what they’re looking for.