How to Attract Remarkable Talent

Are you struggling to build a team of incredible, innovative and intelligent talent to help your business grow? Then perhaps it's time to ditch the stale recruiting process we've all fallen victim to over the years.

But how can you break out of the hiring rut to build a team with remarkable talent? Below are five ways you can break out of the "rinse and repeat" model to build an international team of employees who not only fit your culture, but also support it.

1. Test specifically according to your company's values.

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Try to avoid conforming to the company culture and instead hire people who fit the company culture because you want new employees to challenge your culture with unique experiences, ideas and backgrounds while embodying your core values. Focus on behavioral interview questions that allow candidates to share their own experiences that translate to your company's values. To test a candidate's humility, you can ask them, for example, "Tell me about a time you made someone else look brilliant."

2. Hire for potential, not experience.

Each role will require specific requirements and experience, but no candidate will meet all of the items on the must-have list. Before evaluating candidates, you should find out what skills and competencies are really required and what can be trained. Remove unnecessary requirements that could discourage incredible candidates from applying. You can add confidence to the context to encourage candidates to bring themselves into the process.

There is no such thing as the perfect applicant. So make your company a place where your employees can grow.

3. Hire a diverse workforce

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So how can you ensure that the way you hire is inclusive of diverse and underrepresented candidates? Diversity isn't just about ethnicity, race and gender as most might think - it also extends to backgrounds, experiences and identities. Top companies are working to develop an interview process where every applicant has a consistent experience with the interviewer to minimize unconscious bias. Some companies are even investing in integrating some scientific guardrails into their applicant tracking system to help their recruiters, hiring managers, and interviewers reduce mental shortcuts.

Another trend is leading HR to ask behavioral interview questions so candidates can cite their unique past experiences as examples of their company's values.

4. Think of everyone in your company as a recruiter

Top companies act as if everyone in their company is an HR professional, regardless of title or seniority. Whether it's grabbing coffee with a friend who's interested in a job, volunteering to network at events, or sharing a post on LinkedIn about an award or new podcast, every touchpoint can help attract candidates . Try to make this process as smooth as possible for your employees by providing them with opportunities to contribute and providing content that is easily shareable.

5. Be creative with talent pools, talent mapping and team growth.

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Great talent can be found anywhere, but you have to be creative about how and where you look for it. For this reason, top companies are increasingly embracing remote work. Some companies leverage their campus teams to have a presence in different locations and work closely with their culture team to deliver events that open their doors and communicate their beliefs.

Don't forget to look within too. From talent mapping to career development resources like the learning and development team to tuition reimbursement, you want your teams to feel empowered to do their best work and grow with you.

Great companies see their employees as their greatest asset. And as they continue to grow, they want to continue to attract and hire the best possible candidates who not only fit their culture, but also challenge and complement it to help them grow better. Being transparent about what you believe in and who you want to be will make you more likely to attract people who share your beliefs and help you create a culture that your employees love.