Often, you have to settle for whatever talent you can find, and the self-fulfilling prophecy of low quality hires and high turnover rates continues anew. Thankfully, it doesn’t have to be this way. New strategies and resources are being made available to recruiters every day that can help them to tackle this uniquely thorny problem. Things like recruitment marketing and recruitment marketing automation can be critical when it comes to breaking through people’s assumptions and getting young, interested candidates on board. How? We’re glad you asked.

Meet them where they are

In the world of BPO, the issue with traditional recruitment methods like posting on job boards is that your top candidates simply can’t be reached on any recruitment sites. That’s why making a profile of the target audience can be crucial in your hunt for new talent. How do we profile them? First of all based on the requests of the role we start drawing the perfect candidate: Where would this candidate spend his time? What kind of groups would he join? What kind of advertising will grab his attention?

Spend time in building your own brand

Before you start crafting your personal brand, you also need to determine who you’re trying to reach. Everyone has a personal brand. As a talent acquisition professional, a great personal brand can make the difference between attracting and losing top talent. If you’re not actively communicating your values, achievements, and personality in a way that prospects can easily see, you’re losing candidates to recruiters who are. Most people are more interested in following other people than they are in following specific companies. Therefore, building an audience for your personal brand can actually help increase exposure for your company.

Give the candidate the best experience

Good candidate experience will make candidates feel good about your company after they see how you treat them. A better candidate experience might make them eager to share their good feelings with others, helping build up your reputation. On the other hand, a bad candidate experience will make candidates lose respect for you, both as an employer and as a brand.

To attract top talent, you must set the bar high yourself. Culture, training and high expectations are three things that all top performers are looking for. Create a team culture that people can feel and want to be a part of. Then, make sure you are providing your people with the resources and training to be the best they can be.