en

Contact Us

Truly global and proudly local, we've been serving Australia for over 25 years with offices in Adelaide, Brisbane, Melbourne, Perth, and Sydney.

Get in touch
Jobs

Our industry specialists will listen to your aspirations and share your story with Australia’s most prestigious organisations. Together, let’s write the next chapter of your career.

See all jobs

Exclusive recruitment partners

Explore the opportunities from a range of organisations that exclusively partner with Robert Walters for their hiring needs.

Learn more
Services

Australia's leading employers trust us to deliver fast, efficient hiring solutions that are tailored to their exact requirements. Browse our range of bespoke services and resources.

Read more
About Robert Walters Australia

G'day! For us, recruitment is more than just a job. We understand that behind every opportunity is the chance to make a difference in people's lives.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters Australia

Learn more
Contact Us

Truly global and proudly local, we've been serving Australia for over 25 years with offices in Adelaide, Brisbane, Melbourne, Perth, and Sydney.

Get in touch

Five ways to attract top talent

From providing volunteering opportunities to offering tailored development training packages, there are plenty of non-financial ways to attract the best candidates.

They say money makes the world go round, but for many candidates salary isn’t the only factor considered when accepting a job offer.

While incentives used to be limited to popular perks such as stock options and mortgage allowances, candidates are now looking for a wider range of benefits. We asked two of our experts for their advice on how you can ensure your hiring processes are meeting expectations. 

1. Company reputation

“To attract the best talent on the market, it’s essential companies create a reputation as somewhere candidates want to work,” says Jodie Gillespie, Associate Director of Robert Walters Perth. As she explains, companies well known for their products and working practices will be able to attract the strongest candidates simply on their reputation within a particular sector or industry.

“When it comes to the actual hiring procedure, invest time and effort on creating an efficient recruitment process that promotes and reflects this reputation,” she adds. “Everything from a well-crafted job description to the way the successful candidate is offered the position should reflect the company in a positive light.”

Takeaway: Are you telling the world about how great your company is? Invest in marketing that shows prospective employees just how great you are, then back it up with a stand-out recruitment process.

2. Provide feedback

“Having the right company culture in a workplace can make all the difference when it comes to making a position more marketable for potential employees,” says John Meehan, Associate Director of Robert Walters Sydney. He explains that having the right culture for the right talent could include opportunities for flexible working, the level of autonomy given to employees or even providing a team lunch on a daily or weekly basis.

As John notes introducing smaller, softer perks like casual dress or giving employees the day off for their birthday is a great way to gradually change a company culture. “These changes can often be hard to accept in workplaces with an engrained culture, but they can make a role significantly more attractive to candidates.”

Takeaway: Introducing small, incremental changes to your workplace culture can make a big impression on potential employees. Add employee testimonials to your careers site to provide candidates with a better insight into day-to-day working life. 

3. Personal relationships

Line managers should view interviews as opportunities to develop good interpersonal relationships with candidates,” suggests Jodie. She argues that relationships formed through the interview process can often make the difference as to whether a candidate accepts an offer or not, as it provides them with an idea of what working relationships they can expect within the role.

Provide relevant training for line managers before the interview process to ensure they can successfully present both themselves and the company to candidates

 

Takeaway: Are your hiring managers building strong relationships with potential employees? Invest in interview-focused training and install a structured interview process that allows hiring managers time to develop these relationships.  

4. Personal fulfilment

“Employees don’t want to feel like they’re simply a cog in a large machine, they want to know that they matter and that their work is making an impact,” explains John. He notes that this sense of fulfilment is increasingly important when it comes to attracting the best talent. “These candidates will want to make a tangible difference and be able to see how their particular work affects their department, their company, and even wider society.”

One way companies can make this sense of fulfilment central to the recruitment process is by setting out how candidates can interact with the decision-making process in the role. “Candidates will want to know their overall decision-making capacity and that their ideas matter.”

Takeaway: Explain the importance of the role within both the immediate team and the wider company, highlighting the opportunities available for employees to make their voices heard.   

5. Career progression

“The prospect of career progression is often fundamental in a candidate’s decision to accept a job offer, so it’s essential companies look to signpost all available opportunities for professional development,” advises Jodie. As she explains, establishing training schemes that focus on increasing the hard and soft skillsets of employees is a great way to attract those candidates thinking about longer-term career development.

“Companies should consider introducing a job rotation programme that provides employees with a good overview of the different skills needed in the company, ensuring details of this programme are fully laid out within their recruitment process.”

Takeaway: Are you doing enough to develop your existing employees? Establish a tailored professional development scheme and make sure these opportunities are discussed with candidates during the recruitment process. 

Share this article

Useful links

Submit a vacancy
Salary Survey
Hiring advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View all

Social media in the recruitment process

Many organisations look to social media to add another dimension to their recruitment and attraction strategies. However, despite their huge numbers of participants, social networks are still immature in terms of business models. A good social media approach begins with knowing where your target aud

Read More

How to avoid bad hires

Hiring the right person for a role is never easy — but dealing with the fallout from a bad hire can be even more challenging. We asked our experts to share the red flags to watch out for… A bad hire can be a significant financial cost for a business and in terms of morale and productivity the real c

Read More

Five things to think about when hiring a manager

A managerial hire can be one of the most important and influential hires you’ll ever make and has the power to make or break your department, so it’s essential you get it right. A good manager should be experienced, dynamic, trustworthy and have strong leadership skills — but finding a candidate who

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.