We all know that finding and keeping new employees is a big challenge. With remote work breaking barriers and job seekers expecting more than a paycheck, organizations, employers, and managers must rethink their recruitment and retention strategies.
According to LinkedIn, 87% of HR professionals see talent acquisition as a critical business function, and 83% of companies struggle to attract qualified candidates.
So, how do you attract top talent and retain high-performing employees in a competitive market?
This in-depth guide explores proven talent acquisition strategies, employer branding tactics, and retention best practices to help you build a strong, loyal, and engaged workforce that wants to stay.
Attracting top talent is all about finding and connecting with people who are great at what they do and an excellent fit for your company. It’s more than just checking off skills on a resume/CV; it means spotting individuals who align with your company’s mission, values, and how your team works.
These people can bring fresh ideas, drive results, and thrive in your environment. To attract them, you need to show them why your company is the right place for them, through your culture, growth opportunities, and the impact they can make.
Retaining talent means keeping those great people happy and engaged once they join. It’s about creating a workplace where employees feel appreciated, supported, and excited to come to work.
People stay when they see a future with your company, when they’re learning new things, growing in their careers, and being recognized for their efforts. If your team feels they belong and their work matters, they’re much more likely to stick around for the long haul.
Hiring isn’t just about filling vacancies anymore. It's about building the future of a team and company, strengthening company culture, and driving innovation.
Why it matters:
75% of job seekers research a company’s brand before applying. A compelling employer brand makes you stand out and builds trust.
How to do it:
People today want meaning, not just money. Show them how your company makes an impact.
What to share:
A long, unclear, or cold hiring process turns away good candidates. 60% of applicants quit halfway if the process takes too long.
Best practices:
Great talent often doesn’t shine on paper. Skill tests and live challenges give you a more accurate picture of capabilities.
Try this:
Referrals are one of the most effective recruitment channels. Referred candidates are 4x more likely to be hired and stay longer.
How to set it up:
70% of the workforce is passive, meaning they’re not actively job-hunting but would consider a better opportunity.
How to reach them:
Location flexibility gives you access to a larger, more diverse talent pool.
Stats to know:
Action plan:
61% of job seekers say salary and benefits are the top decision-making factors.
What to disclose:
Early talent pipelines reduce future hiring costs and build long-term brand loyalty.
What to do:
Modern hiring demands innovative tools. ATS platforms help you hire faster and smarter.
With ZenHR’s ZenATS, you can:
Attracting talent is only half the equation. Keeping them requires clear career paths, recognition, and a strong culture.
94% of employees would stay longer if a company invested in their learning (LinkedIn).
Ideas:
Companies with recognition programs see 31% lower turnover.
What works:
A toxic environment is the top reason employees leave, not salary.
Create a culture of:
Don’t wait until the exit interview to discover why people are leaving.
Ask:
Use tools to track sentiment, stress levels, and morale regularly.
Pulse surveys can measure:
Answer: Focus on employer branding, skill-based hiring, social media storytelling, referral programs, and a fast, human-centered application process.
Answer: Offer career development, recognize achievements, create a strong company culture, and provide competitive compensation and flexibility.
Answer: A strong employer brand helps attract qualified applicants, reduces cost-per-hire, and builds long-term trust 75% of candidates research company culture before applying.
Answer: HR tech simplifies the hiring process through automation, reduces manual tasks, speeds up time-to-hire, and improves candidate experience.
Answer: ZenATS by ZenHR helps you publish job openings, track applications, schedule interviews, and assess candidates all in one innovative dashboard.
Let’s be real, attracting and keeping great employees sounds excellent, but it can get overwhelming fast. Between posting jobs, reviewing hundreds of applications, scheduling interviews, and trying to give every candidate a good experience, it’s a lot to juggle.
That’s where an Applicant Tracking System (ATS) like ZenATS comes in to save your sanity.
With ZenATS, you can:
Basically, It does everything we just talked about, faster, smoother, and with less room for error.
And when your hiring process feels organized and professional, guess what? Candidates notice. That polished experience makes your company more attractive, and it gives you more time to focus on building real connections with top talent.
Top talent looks for more than just a paycheck; they seek purpose, alignment, and growth. Your recruitment strategy should reflect your values, and your retention plan should reflect your commitment to people.