Companies face increasingly challenging conditions when searching for and attracting the right employees. To attract the right talent they should think of themselves as applicants for talent, as much as they think of jobseekers as applicants for jobs.

To attract talent companies will often think up new and creative ways to catch people’s attention, but they should be careful not to create false expectations and stay within the law.

Being an attractive employer can depend on the degree to which a company creates its own employer brand; is sensitive to diversity and inclusion issues; makes the right use of technology and data; makes their people ambassadors for their business and caters to the expectations of the modern workforce, as outlined by future of work expert Andrew Garner in our recent event.

Getting the attention of potential workers often starts with a catchy job advertisement or social media campaign. The application procedure will usually include reference and background checks, one or several interviews and possibly further assessments and tests.

All these stages have their legal elements to them potential pitfalls in relation to non-discrimination, data protection and other laws. These can change depending on the law in the country in which you are hiring, so our experts have collected country-specific advice for HR teams.

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