The Law of Attraction (in Recruitment): Are You attractive “Top Talent”? Is your business attractive to Top Talent?

How Attractive Are You? 

Attractiveness in recruitment is far more than skin deep. When I talk about being attractive in the recruitment process, I’m not referring to physical appearances or superficial traits. Instead, I’m talking about the broader concept of attractiveness in the recruitment world, which involves a three-way street: candidates, employers, and recruitment companies. Each of these players has a role to play in making themselves appealing to others in the recruitment ecosystem. For candidates, it’s about being the kind of person employers want to hire. For employers, it’s about being the kind of company top talent wants to join. And for recruitment companies, it’s about being the kind of firm that can attract and match the best candidates with the best employers. 

In my nearly 20 years in recruitment, I’ve encountered countless candidates who believe they’re highly attractive to employers, and employers who think they’re irresistible to top talent. But the reality is that few truly understand what makes them appealing—or unappealing—in the eyes of others. So, let’s break down the concept of attractiveness within the recruitment trinity—candidates, employers, and recruitment companies—and explore what it really takes to be attractive in today’s competitive job market. 

Candidates: Making Yourself Irresistible 

As a candidate, your attractiveness is determined by several factors, but it starts with your resume and the experiences that define your career. Employers look at your project experience, the roles you’ve played, and the outcomes you’ve influenced. They want to know how you’ve contributed to the success—or failure—of the projects you’ve worked on. But it’s not just about your accomplishments; it’s also about your career trajectory. Longevity in previous roles is crucial. If your resume shows a pattern of job-hopping every one to two years, it raises red flags. Employers want stability and commitment. A history of short tenures makes you less attractive to potential employers, especially those looking for long-term hires. 

Beyond your professional experience, your personal brand plays a significant role in your attractiveness as a candidate. In today’s digital age, your online presence, particularly on platforms like LinkedIn, can make or break your appeal. Your profile should clearly communicate your skills, achievements, and career aspirations. But it’s not just about listing qualifications; it’s about telling a compelling story. Are you showcasing your competencies in a way that resonates with hiring managers? Are you active in your industry’s online communities, contributing to discussions and sharing insights? Your digital footprint should reflect the professional image you want to project. 

Another critical aspect of attractiveness is managing your expectations—particularly when it comes to salary. Employers assess whether your salary expectations align with your skills and experience. If you’re aiming too high, relative to what you’ve accomplished, you risk pricing yourself out of opportunities. Conversely, underestimating your worth can also be a red flag, signaling a lack of confidence or understanding of your value. A realistic and well-researched salary expectation demonstrates that you know your worth and understand the market. 

When it comes to the interview stage, your attractiveness as a candidate hinges on more than just what’s on paper. It’s about how you present yourself in person. Dressing appropriately for the role and company culture shows that you understand the environment you’re hoping to join. Communication is equally crucial—speak clearly, concisely, and with confidence. Highlight the right data and information, emphasizing your achievements and how they align with the company’s needs. But it’s not just about talking; it’s about building a rapport with the interviewer. Employers are looking for candidates who not only have the skills but who they also believe will be a cultural fit. Making a personal connection during the interview can be the difference between landing the job and being passed over. 

Employers: Cultivating a Magnetic Workplace 

On the flip side, employers need to critically assess their own attractiveness to potential hires. It’s easy for companies to assume they are desirable places to work, but the truth is often more complex. Your reputation in the industry is the first thing candidates will consider. Are you known for having a high turnover rate? Do former employees speak negatively about their experiences? In tight-knit industries, word gets around quickly. A poor reputation can be a significant barrier to attracting top talent. 

Your online presence as an employer is just as important as it is for candidates. Does your company’s website portray a professional and inviting image? Is your social media presence active and reflective of a positive company culture? High-quality candidates will research your company before applying, and if your digital footprint is lacking, they may take their talents elsewhere. 

Staff retention is another key indicator of your attractiveness as an employer. A low turnover rate suggests that your employees are satisfied with their roles, the company culture, and the work environment. High-quality candidates are attracted to companies where they believe they can build a long-term career. Are you aware of your retention rates, and are you leveraging this information to attract new talent? If not, you’re missing out on a powerful tool to enhance your appeal. 

The interview process is your chance to demonstrate why your company is an excellent place to work. But this goes beyond just asking the right questions and gathering the necessary data about the candidate. It’s also about how you present your company during the interview. Are you highlighting the right elements of your company’s culture, the exciting projects, and the opportunities for growth? Just as candidates need to sell themselves, you need to sell your company. The interview is a two-way street, and if you’re not putting your best foot forward, you risk losing top talent to competitors who are better at presenting themselves during this critical stage. 

Salary is another area where employers need to be realistic. If you want to attract the best talent, you need to offer competitive compensation. A top performer in the market knows their worth and will not settle for less than they deserve. Underpaying employees might save money in the short term, but it’s a risky strategy. If a competitor offers a better package, you could lose your best employees and find yourself constantly having to recruit and train new hires. Consider salary not just as a cost, but as an investment in securing top talent. 

Recruitment Companies: The Middlemen of Attractiveness

In the recruitment process, the role of a quality experienced Recruiter can be pivotal. We operate as the bridge between employers and candidates, ensuring that the right connections are made. A deep understanding of the industry, coupled with the ability to assess both the tangible and intangible aspects of attractiveness, allows a good recruiter to match high-calibre candidates with organisations that truly align with their skills and aspirations (and Vice-Versa). 

My role as a recruiter (or any Recruitment Consultant for that matter) is to be attractive to both employers and candidates (a magnate for talent, or top businesses) – and I would encourage both candidates and employers to look for and reach out to the most attractive one or two recruiters in your industry, and partner with them exclusively so you gain the advantages their expertise can bring to your career (whether you’re a hiring manager or candidate open to a change of employer). 

Clients and candidates alike are drawn to a great Recruiter approach because they don’t just scratch the surface. Look for a recruiter who takes pride in being honest and transparent, providing clients and candidates with a genuine understanding of their attractiveness within the industry – what makes them different to other Recruiters, what advantages can they add to you? Sometimes, this honesty might be hard to hear (you might not be as attractive a proposition as you thought), but it is essential for achieving realistic and positive outcomes. 

When done correctly, employers partner with good and attractive Recruiters because they have their finger on the pulse of the industry. They know what’s what, and more importantly, who’s who – and can access better candidates for the employer, so the employer improves their team (and project outcomes!). An attractive Recruiter will have extensive experience and strong network so they can access top candidates who might not be on the open market.  

Similarly, candidates should seek out a Recruiter who they can trust and provide more than just a job placement — also provide insight, guidance, and a realistic picture of their career prospects and pathways to success.  

In a competitive market, a good recruiter should understand that being attractive isn’t just about presenting what you have to offer—it’s about knowing how to highlight the right aspects at the right time. By helping both candidates and employers understand their true attractiveness, we facilitate connections that are built to last.

Conclusion 

In the recruitment trinity, attractiveness is about much more than meets the eye. For candidates, it’s about presenting yourself as a competent, stable, and realistic professional who can add value to an employer. For employers, it’s about building a reputation for being a great place to work and offering competitive packages that attract top talent. And for recruitment companies, it’s about understanding both sides and bringing them together in a way that benefits everyone involved. 

If you’re looking for an honest appraisal of your attractiveness as a candidate, an employer, or a recruiter, Building Environs Recruitment can help. We’ll provide you with the insights you need to enhance your appeal and succeed in today’s competitive market.