WTF happened to recruitment?! A Four-Stage Strategy to Attract and Retain Top Talent

A guest post by Mark Topley

Recruiting the right talent has never been more challenging. You’re not alone if you’ve felt the frustration of seeing potential candidates slip through your fingers or struggled to connect with the right people. The impact of these recruitment challenges can be far-reaching, affecting team morale, operational effectiveness, and ultimately, the profitability of your practice.

The truth is, the modern workforce desires different things compared to previous generations. They’re looking for more than just a paycheck; they want purpose, culture, and opportunities for growth. This shift in priorities means that traditional recruitment methods often fall flat, leaving practices scrambling to fill roles with the right people.

But it doesn’t have to be this way. By rebuilding your recruitment strategy from the ground up, you can align your approach with what today’s workforce is truly seeking. Here’s how to do it in four practical stages.

Revamping Your Adverts

The first step is to re-examine your recruitment adverts, website, and social media presence. This is where many businesses miss the mark. Ask yourself: Are your adverts speaking the language of the new generation? Do they highlight the aspects of your practice that matter most to today’s candidates, such as workplace culture, flexibility, and development opportunities?

Your adverts should be more than just a list of duties and requirements. They need to tell a story about who you are as an employer and why someone would want to work with you. By refining the language, tone, and channels you use, you’ll create a more compelling message that resonates with the right people.

Modernising Your Interview Process

Next, take a hard look at your interview process. Many practices still use outdated techniques that focus solely on technical skills and experience. While these are important, they’re not the whole picture. Your interview process should also assess cultural fit and the potential for candidates to grow within your team.

Consider how you can structure interviews to uncover these deeper qualities. Are you asking the right questions? Are you creating an environment where candidates can truly express who they are and how they align with your practice’s values? Updating your interview process will help you identify not just who can do the job, but who will thrive in your team.

Engaging Candidates During the Interim Period

The period between the interview and the start date is often overlooked, yet it’s a critical time to keep future employees engaged. During this interim phase, candidates can easily lose enthusiasm or be tempted by other opportunities if they don’t feel connected to your practice.

To prevent this, implement strategies that keep communication open and excitement high. Regular updates, introductions to team members, or even small tokens of appreciation can make a big difference. By maintaining engagement during this time, you reduce the risk of losing top talent before they even begin.

Enhancing Your Induction Process

Finally, a strong induction process is essential for integrating new hires and setting them up for success. This isn’t just about showing them where the kettle is; it’s about making them feel valued and connected from day one. Your induction should incorporate three psychological components: a sense of belonging, purpose, and the opportunity to contribute meaningfully.

Think about how you introduce new hires to their roles, the team, and your practice culture. A well-structured induction helps new employees quickly feel part of the team, reducing turnover and boosting long-term retention.

Rebuilding your recruitment strategy might sound daunting, but these four steps provide a clear path to success. By focusing on the aspects that matter most to today’s workforce, you’ll not only attract top talent but also create a more engaged and committed team.

If you’d like to learn more, and ask questions about how this could work for you, join my free Masterclass next Friday, 30th August at 13:15.

In just 20 minutes, you’ll gain practical insight into rebuilding your recruitment approach, with plenty of time for Q&A. And don’t worry if you can’t make it live—the recording will be available for 48 hours afterward.

Spaces are limited, so register now to secure your spot and start attracting the talent your practice deserves. 

Follow the link to sign up. 

See you there..