When it comes to hiring the world’s best talent, you need to think creatively. Ever since the Great Resignation, potential candidates have been in the driver’s seat. They are demanding more from their employers, and recruiters are granting their wishes. In addition to higher pay, candidates today are looking for better work-life balance and overall thebirdsworld flexibility.

All this goes to say that it’s a tough time for recruiters. Even when the applicant pool is large, it’s challenging to sift through the candidates to see who is really right for your team. This is true regardless of the role, from entry-level jobs to more niche positions, including engineers and executives. In addition, it’s not just a matter of finding the right applicant, but ensuring they stay. It can be a costly mistake to hire the wrong candidate just because your team needs a seat filled.

Attracting the world’s best talent is not an easy task. But with some dedication and hard work, you can source and find candidates that are ideal for your company.  Not sure where to begin? Keep reading to learn three tips for attracting the world’s best talent.

1. Look Internationally

Employees today want to decide for themselves where to live. They don’t want to be tied to a city simply because their employer is there. They want to have the freedom to work remotely from the comfort of their home. This could mean working from a mountain cabin in Colorado or even an island home in Bali. While the idea of hiring abroad may seem overwhelming, there are tools available to help relieve some of the burdens.

Various recruiting software platforms focus specifically on sourcing international talent. Your recruiters can also tap into traditional sites such as LinkedIn and Indeed to search by location or open up positions to remote candidates. With any of these platforms, make sure the job post is clear about where an individual can work from. Your company may have some no-go countries, based on your company’s operations or legal considerations.

Speaking of legalities, if you’re hiring abroad, you can make things easier by working with a human resources partner like a professional employer organization. What is a PEO? To put it simply, a PEO is like a contracted HR department. It can handle everything from payroll to taxes to employment regulation compliance for companies with international employees.

That said, to engage a PEO to handle global employee admin, you’ll need a legal business entity in the countries where you hire. If you’d prefer not to open overseas offices, you can use an employer of record instead. An EOR can employ foreign workers on your behalf, acting as the official employer and managing all payroll, benefits, and compliance responsibilities.

2. Encourage Employee Referrals

Another way to find great talent is within arm’s reach. An employee referral system encourages your employees to refer candidates to match open jobs at your company.

Your current team members likely know amazing candidates either looking for jobs or open to making a change. This is especially true today after big companies such as Twitter, Amazon, and Meta have gone through major layoffs. Your existing employees may want to bring in these highly qualified individuals, especially if they have a tight personal connection with them net worth.

After all, recruiters only have so many hours in the day to scour LinkedIn. While your recruiters may not have contact with these candidates, your current employees do. Individually, they know who in their network is looking for work and who would be a great addition to the company. They can cut down on HR’s workload by, in essence, pre-screening candidates for qualifications and culture fit.

Setting up an employee referral system streamlines the process of getting these candidates into the interview process. Again, there are numerous online platforms to help your HR department create such a system. At the end of the day, you want it to be easy for your current employees to refer people as well as easy for their contacts to apply. You can offer an incentive to employees who refer friends whom you subsequently hire. This can take the form of a monetary reward, extra vacation days, or some other perk.

3. Make the Effort to Stand Out

Lastly, you need to find a way to stand out and become a company that candidates are interested in working for. This will look different for every company.

Startups, for instance, can highlight their entrepreneurial energy and spirit via social posts, thereby developing brand awareness. Larger corporations might post reviews from employees explaining why they love working for the company. And companies with unique offerings, such as sabbaticals at the five-year mark or distinctive campuses, should tout these benefits widely.

Another way to stand out is by earning accreditation and recognition by a third party. An example of this is Great Places to Work, which highlights companies that offer an exceptional company culture. Another example is Certified B Corporations, which recognizes businesses with the highest standards of environmental performance, accountability, and transparency. Obtaining these certifications won’t happen overnight, but doing so can help you attract stellar future employees.

When pursuing these strategies, it’s important to stay true to your brand values and mission. Don’t simply replicate what another company is doing to lure candidates. While it may work for them, it likely won’t work for you. Instead, experiment with tactics that are true to you, whether that’s highlighting wins on Instagram or sponsoring community infosportsworld events.


Hiring is difficult, and hiring great talent is extremely difficult — especially at the moment. That said, there are candidates out there looking for roles that you have open. The trick is finding them and encouraging them to seek out your company. With these tips, you and your HR team can see more top-notch applicants applying for and accepting the positions you need to fill.


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