Attracting Talent in 2025

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More than half of talent acquisition leaders report that improving quality of hire is a top priority, recognizing that exceptional talent can transform their organization’s trajectory. But the most in-demand candidates are discerning. Attracting talent in 2025 requires more than simply posting a job advertisement — you must also show candidates why your company is worth their time.

This article explores five ways you can grab candidates’ attention in 2025. Share them in your employer branding materials if they’re relevant to your organization — or bring them up with your executive team if your organization is lacking in any of these crucial areas.

Offer competitive compensation packages

The compensation package isn’t usually the only thing candidates care about — but it is top of mind for most of them. A full 61% of candidates prioritize compensation and benefits when considering a new job.

Today’s top talent expects a holistic approach to financial rewards that extends beyond traditional compensation structures.

Key components of a competitive compensation package may include:

Base salary transparency: Candidates appreciate clear, market-aligned compensation ranges. Utilize salary benchmarking tools specific to your industry and region to ensure your offerings are competitive.
Performance-based bonuses: Implement achievable bonus structures that directly link individual and company performance. This approach motivates employees and creates a sense of shared success.
Equity and profit-sharing: Offering small equity stakes or profit-sharing can be a game-changer. Even modest stock options can make candidates feel like true partners in the company’s success.
Comprehensive benefits: Think beyond traditional health and dental insurance. Consider offerings like student loan repayment assistance, mental health support programs, financial wellness workshops, and wellness stipends.

Extend flexible work arrangements

Work-life balance and flexibility round out the top three job seeker priorities — and the two go hand-in-hand. Flexible work is an impactful way to help your team members better balance their professional and personal responsibilities.

Flexible work arrangements may include:

Remote work options: Provide the opportunity for employees to work from home or any location of their choice, either full-time or on a hybrid schedule. This not only attracts a wider talent pool but also demonstrates trust in your employees’ ability to manage their work effectively.
Flexible hours: Allow employees to choose their working hours to best suit their needs. Flex hours may include the option for a compressed workweek, or may mandate that employees be available for collaborative work during a set of core hours.
Job sharing: Create structured programs that allow two professionals to share a single full-time role. This approach enables companies to retain top talent who might otherwise leave due to personal constraints, while maintaining consistent productivity and expertise across a role.

Provide career development

Top talent isn’t just looking for a job — they’re seeking a career path and continuous growth opportunities. In fact, 34% of job seekers say opportunities for career growth within the company is a top priority when considering a new job.

Create an environment that demonstrates a genuine commitment to employee development. This goes beyond occasional training sessions to building a systematic approach to professional growth.

Worthwhile career development strategies include:

Personalized learning paths: Work with employees to create individualized development plans that align with both their career aspirations and company needs.
Mentorship programs: Develop internal mentorship initiatives that connect junior and senior employees, facilitating knowledge transfer and professional growth.
Cross-functional training: Offer opportunities for employees to learn skills outside their primary role. This not only enhances their value to the company but also provides them with diverse career growth options.
Skill development budget: Provide a dedicated annual budget for each employee’s professional development, allowing them to pursue certifications, courses, and conferences.
Internal mobility: Implement a robust internal job marketplace that actively encourages and supports employees in exploring cross-functional and vertical career opportunities within your organization.

Showcase purpose-driven work

Modern professionals are often motivated by meaningful work. For example, 32% of job seekers prioritize challenging and impactful work when considering a new job. A quarter of candidates (25%) prioritize the opportunity to work on innovative projects, while 23% prioritize working at a company with shared values.

Companies that clearly articulate and live their mission have a significant advantage in attracting purpose-driven talent.

Connect with purpose-driven candidates through:

A clear mission statement: Develop and communicate a compelling mission that goes beyond profit, addressing broader societal or environmental impacts.
Corporate social responsibility initiatives: Engage in corporate social responsibility programs and encourage employee participation. This could include volunteer days, charitable donations, or environmentally friendly practices.
Transparent impact reporting: Regularly share how the company is making a difference, both internally and externally.
Hackathons and innovation challenges: Organize regular events or dedicated time where employees can collaborate on creative solutions to company or societal challenges.

Prioritize an inclusive and diverse work environment

Diversity and inclusion are a critical strategic advantage for attracting top talent. In fact, 14% of candidates say that inclusive workplaces for people of diverse backgrounds is a priority when considering a new job.

Build a comprehensive approach to diversity that goes beyond recruitment to create genuinely inclusive work environments.

Practical diversity and inclusion strategies include:

Inclusive hiring practices: Implement changes such as blind resume screening, diverse interview panels, and structured interview processes to minimize unconscious bias.
Diverse leadership representation: Ensure leadership teams reflect a commitment to diversity, sending a powerful message about inclusive culture.
Employee resource groups: Support and fund employee-led groups that create community and support for underrepresented professionals.

Final thoughts on attracting talent in 2025

Attracting top talent in 2025 requires a holistic, strategic approach that addresses the multifaceted needs of modern professionals. But don’t stop there: Once you attract candidates to your organization, you need to engage them in your recruitment process.

Craft a candidate experience that helps build on each candidate’s excitement to work at your company. This includes a straightforward application process, consistent communication, and a positive interview experience.

Putting in the effort to attract and engage job candidates can help you build a skilled talent pipeline and improve your quality of hire.