January and February are regarded the busiest recruitment months. Similarly, as people are setting their yearly resolutions, a change of career is often in the list, which implies an increase in number of job candidates.

Over the years, there has been complaints of shortage of highly experienced professionals who possess skills that are essential for success in the 21st century. Those who are available are often approached by companies that want to give them more so they can consider change.

With those ideas in mind, it is important for you to ensure that you have what it takes to attract the best candidates from this year onwards. But how is that possible?

Continue reading to see more valuable tips.


  1. Attractive compensation

An attractive compensation is a major factor when professionals are weighing job offers. In a survey conducted by the Society of Human Resources Management on factors that influence job satisfaction, compensation took the lead. This does not mean that you offer the highest possible wage in the market and wait for candidates to flood job requests.

Rather, note that when it comes to highly skilled professionals, there are other factors that are equally important, if not more, when they are considering a job offer as you will see in the sections below.

2. Build a strong brand

What do you want to be known for?

If you are planning to attract and retain highly experienced professionals, it is critical for you to think of how you will present yourself to them. Generally, everyone wants to work in a company that has a good reputation.

Since experienced professionals are spoilt for choice, you ought to market yourself to them so they can consider opportunities in the company. The reason(s) must be solid and quite convincing. A strong brand will have highly experienced candidates seeking opportunities in your company.

3. Have a transparent and professional hiring process

How does the recruitment process look like? When did you last assess it and were you content with the results?

Recruitment processes play a major role in the type of candidates that a company gets and how the public perceives the company and responds to opportunities. If the recruiters use shortcuts or are not aware of current practices that influence hiring decisions, they can miss out on great talents.

Also, if the recruiters assign positions to candidates who are not qualified either for immediate or future personal gains, the company can easily cease being a desirable workplace. This is equally a loss to the company since it may never reach its potential.

Attracting exceptional talents arise from establishing trust with them. This calls for you to delegate all hiring activities to a HR firm that has years of experience under its belt and is also keen to know and implement new strategies that draw in the best candidates.

4. Connect with the audience

Many highly experienced professionals seek work in companies that always nurture a relationship with their audience, as this also hints on employee relationships.

This does mean you spend hours engaging in casual chats and debates with the public. Rather, it can be anything from creating an online presence, responding to queries in a timely fashion, participating in community activities, or informing the public about your involvement in activities such as research, presentations, and publications. Another way of connecting with these candidates is finding them where they are and creating a platform for meaningful conversations. When the foundation is already set, attracting the best talents will be easy.

5. Enhance growth in the company

Experienced professionals are aware of their capabilities and have a clear direction of where they want to go. If a company is not enhancing the capabilities or steering them towards their goals, many will not hesitate to pick up another job offer.

In this case, you should think of enhancing growth within the company by offering professional development opportunities, promoting internally, challenging candidates to improve, seeking to know their career objectives and offering opportunities that lead them towards achieving them, pairing employees accordingly for collective benefits, and other relevant strategies. This will significantly increase the appeal of the company.

6. Enhance wellbeing

A few days ago, a debate erupted online about a professional who had been approached by one company for some months and had considered a career in the career. The professional claimed that everything was on point, but after touring the offices as part of the interview, he rejected the offer citing lack of adherence to COVID-19 prevention protocols and lack of response from the management. While there are many perspectives that arose from this confession, generally, such a move shows the impact of wellness measures in decision making.

It would be best to learn from this scenario and ensure wellness not only against COVID-19, but also other health conditions.

7. Streamline communication

Communication is a critical determinant of the quality of relationships amongst employees, the management, and the overall success and all skilled professionals who are being headhunted know that.

While seeking to attract these high-level professionals, some aspects to consider when streamlining communication are:

  • What is the quality of communication amongst employees, with their managers, and external parties?
  • Do all people get updates at the same time or are some left behind?
  • Is the message clear?
  • Does the message tend to the current concerns?

8. Implement specific strategies for specific audiences

Depending on the candidates you want to attract, the strategies will vary. If for instance you are a Kenyan employer seeking to hire engineering experts from India, you may have to consider factors that are valuable to them. Needs across professions vary, so you should not assume that one solution, such as an attractive compensation, is the one and only factor that will influence their decisions on work life.

The best way would be to conduct a survey to understand their needs and use the insights to influence your decisions.


In conclusion,

When it comes to talent search, attraction, and retention, people are always sharing their experiences and willing to learn from others. This means that one person’s perception of a company, if shared with others will influence their decisions on whether to work in such a company or not.