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In today’s competitive labour market, attracting and retaining the right people is crucial for organisations striving for long-term success. Adare’s HR Barometer Series 9.1 found that talent retention was the most common HR priority for 2025 with 43% of organisations prioritising retaining employees. Competing businesses are therefore looking for ways to stand out in a market where the demand for highly skilled professionals is at an all-time high. But what does it take to not just attract top talent, but to ensure that the talent you bring in stays engaged, productive, and loyal to your organisation?

In this article, we explore the key strategies that organisations can implement to maximise their attractiveness to key talent, ensuring they don’t just hire well but also build a sustainable, engaged workforce for the future.

1. Develop a Strong Employer Brand
The foundation of any successful talent acquisition strategy is a strong employer brand. An organisation’s reputation as a place to work plays a significant role in attracting top candidates. Today’s job seekers are looking for more than just a salary; they want to know that the organisation they join aligns with their values, goals, and career aspirations. Practical steps to enhance your organisation’s employer brand include:
• Communicate company culture: Share what makes your workplace unique. Showcase values, mission, and the work environment through your website, social media, and recruitment materials.
• Employee testimonials: Current employees make great brand ambassadors. Their testimonials can be powerful tools to convey the true experience of working in an organisation.
• Career development opportunities: Candidates appreciate transparency in the hiring process, from salary ranges to growth opportunities. Be open about what working at your organisation entails and the path for career development.
• Corporate social responsibility (CSR): Many job seekers today, especially millennials and Gen Z, are drawn to organisations that take their social responsibility seriously. If seeking out talent from these younger generations, consider how the organisation can
demonstrate its commitment to sustainability, diversity, and community engagement.

2. Offer Competitive Compensation and Benefits Packages
Adare’s HR Barometer Series 9.1 reported that 72% of organisations intend to increase salaries in 2025. Offering attractive salaries and benefits remains a key part of securing top talent. While remuneration is not the only consideration for modern employees, it remains the cornerstone around which to build an employee benefits package.

What to consider when designing your compensation and benefits package:
• Competitive salaries: Research industry standards and ensure that your salary offerings are competitive. Consider benchmarking against other organisations in the same sector to stay aligned with market trends.
• Flexible working arrangements: With remote and hybrid working options becoming the norm, offering flexibility around where and when employees work is no longer optional. Many employees prefer a balance that supports both professional and personal lives.
• Health and wellness programmes: From gym memberships and mental health support to wellness days and health insurance, offering comprehensive health benefits can help your organisation stand out from the crowd.
• Professional development: Talented professionals often seek organisations that provide opportunities for growth and long-term career development. Offering educational support, mentoring programmes, or access to training helps to attract and retain ambitious talented employees.

3. Create a Positive Candidate Experience
The candidate experience, from the first interaction with your brand to the final job offer, is integral to an organisation’s ability to attract and engage top talent. Candidates are more likely to accept offers from organisations that make the hiring process efficient, respectful, yet personal.

How to improve the candidate experience:
• Streamlined application process: Avoid making the application process overly complicated. Simplify application forms and ensure that your online application system is user-friendly.
• Timely communication: Keep candidates informed at every stage of the hiring process. Regular communication, whether by email or phone, ensures that applicants don’t feel left in the dark.
• Engagement and feedback: Provide constructive feedback to candidates who weren’t selected. This not only helps maintain a positive relationship with them but also boosts your employer brand as an organisation that values its people.
• Personalised approach: Treat candidates as individuals. Personalising your interactions, whether through a tailored interview experience or tailored feedback goes a long way in making candidates feel valued.

4. Promote Work-Life Balance and employee Wellbeing
Modern employees are increasingly focused on achieving a healthy work-life balance. organisations that promote flexibility, mental health awareness, and overall employee wellbeing are more likely to attract and retain key talent.

Key strategies for promoting wellbeing:
• Mental health initiatives: Offer resources like counselling services, mental health days, or workshops to help employees manage stress and maintain good mental health.
• Time off and rest: Encourage employees to use annual leave as necessary and consider the organisation’s offerings in the context of family-friendly leaves, sick leave, career breaks or additional paid annual leave to foster a healthy work-life balance.

5. Invest in Long-Term Talent Development
Finally, organisations that invest in the long-term development of their employees will be better positioned to attract top talent. Offering opportunities for career advancement, mentoring, and leadership development helps retain talented employees.

Ways to foster talent development:
• Career development plans: Outline clear career pathways for employees to grow within the organisation. This gives potential candidates a reason to join and stay, knowing there are opportunities for advancement.
• Leadership training: Develop future leaders by offering training and mentorship programmes. This demonstrates a commitment to employee growth and gives them the tools they need to succeed.
• Learning and development: Encourage employees to pursue professional certifications or additional learning opportunities by offering financial support or dedicated time for development.

Conclusion
Attracting and retaining top talent in today’s competitive environment is no easy feat, but by focusing on building a strong employer brand, offering competitive compensation, wellbeing support, and providing long-term career pathways, organisations can position themselves as employers of choice. By investing in both the short- and long-term needs of their employees, organisations ensure they don’t just acquire talent—they develop and retain it for the future.

Find out more about Shannon Chamber HR HERE

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guidance about compliance requirements or any HR issues, please contact Adare by
calling (01) 561 3594 or emailing info@adarehrm.ie to learn what services are available to
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