The Right Ways to Engage New Talent in 2023

Ben Stimpson-Wood November 1, 2022


2022 was a challenging year for recruiters and 2023 looks set to be even harder. Attracting and engaging talent has become harder as The Great Resignation continues to grow and although there’s fresh talent available from multiple tech layoffs, it’s getting harder and harder to attract and engage with new talent.

Here are 5 strategies you can follow as an employer and a recruiter to engage and win over talent in 2023.


Understand New Employee Personas

According to McKinsey Research, employers and recruiters need to respond by focusing on new employee personas. Employee preferences have changed dramatically after the pandemic and the old ways to attract and engage them don’t work. The researchers have identified five new employee personas to help companies navigate the new motivators that attract talent in 2022. Here’s a summary of the new employee personas and the factors driving them to fill and keep jobs.

Persona name Who are they? Top 3 reasons for taking a new job
Traditionalists They are career-oriented employees who are motivated to work full-time for large companies. Companies like them but they don’t exist in high enough numbers.
  1. Career advancement
  2. Adequate compensation
  3. Meaningful work
Do-it-yourselfers They tend to be 25 to 45 years old and range from full-time employed workers in nontraditional roles to self-employed to gig and part-time workers. They are the largest cohort in the surveyed group.
  1. Workplace flexibility
  2. Meaningful work
  3. Adequate compensation
Idealists They tend to be students or part-time workers aged 18 to 24. They are more inclusive and welcoming than the other personas.
  1. Workplace flexibility
  2. Career development
  3. Meaningful work
Caregivers These are people aged between 18 and 44 who have decided to sit it out at home. Some of them may be actively looking for work while others are passive job seekers.
  1. Adequate compensation
  2. Workplace flexibility
  3. Health and wellbeing support
Relaxers These are retirees and others who have exited the workforce and are not actively looking for a traditional job.
  1. Meaningful work
  2. Workplace flexibility
  3. Giving back


Personalise Your Recruitment Drive

Based on the new employee personas identified by McKinsey, you can start to personalise your talent acquisition campaigns for the type of candidates you’re looking to recruit.

For example, if you want to hire people to fill non-traditional roles, you are probably looking for “Do-it-yourselfers”.  Therefore, highlighting career advancement in your job advertisement email is not likely to attract them. Their top motivators are workplace flexibility, meaningful work, and adequate total compensation. So, your recruitment campaign is likely to drive more engagement if you focus on these factors in your messaging.

Revisit your job advert designs, recruitment website copy, LinkedIn and other social media pages, and email templates and make sure they resonate with the cohort you’re trying to woo.


Tap Into the Right Sourcing Pools

LinkedIn is the biggest talent pool for candidate generation, where 95 job applications are submitted every second. The platform offers effective recruitment tools including the Skills Match Filter, which is used by 40% of companies on LinkedIn to generate candidates. Recruiters can use LinkedIn’s talent acquisition tactics to enhance candidate engagement and response rates.

Additionally, you can also use skill-specific or general social media networks to advertise your job openings and recruit talent. For example, you can recruit on GitHub or Reddit if you are looking to hire programmers/developers. Similarly you can use Facebook, Twitter, Instagram, or even TikTok to run job adverts. The right candidate sourcing pool is the one used by your potential hires.


Use Machine Learning Powered Automation

A high employee turnover has put recruiters under pressure in 2022. The average corporate job opening receives roughly 250 applications. Not all of them are suitable candidates, but sorting and reviewing their profiles is a cumbersome and time-consuming job when done manually. With ML assisted automation, these tedious tasks are done automatically in seconds. As a result, recruiters can maximise their outreach and time, engaging and generating more candidates at scale.

Thanks to its speed and efficiency, Machine Learning (ML) is fast turning into the holy grail of talent acquisition for modern recruitment firms and enterprises. ML assisted candidate outreach software and applicant tracking systems can improve productivity of recruiters by automating a variety of candidate acquisition processes, such as attracting candidates on LinkedIn through optimised messaging, screening and sorting large volumes of applicants, matching candidates with job openings, and communicating with candidates through ML powered chatbots.


The Way Forward

As a recruiter, if you are still depending on primitive manual methods and traditional approaches, it is unlikely that you will achieve the reach and engagement levels that ML powered outreach tools like SuperReach can deliver.

If you’re looking to increase performance across the board and supercharge your talent engagement then you need to be using the latest technologies to keep up with your competition.

Book a demo to learn how we can supercharge and scale your outreach.