Finding out how to attract employees who are top performers is something every business wants to crack. After all, having a team full of driven, talented people can make all the difference. But getting these talented individuals through the door is just one part of the equation – keeping them happy and motivated is just as important.
In this article, we’ll share 12 creative ways to acquire top talent and ensure they stick around. Read this to learn practical tips that can help you build and maintain an outstanding team.
12 Fresh Strategies To Attract and Keep A+ Employees
Let’s dive into 12 creative strategies that can help you attract and retain employees on your team.
1. Gamify Your Company Mission & Vision
To draw in top talent, you need to make your company’s mission and vision come alive. Gamifying these elements can help you create an engaging experience that connects with potential employees.
Talent acquisition strategies that align with your mission can transform abstract ideas into something interactive and fun, making your company stand out from the competition.
How to do it: Break down your mission and vision into achievable goals or milestones. Create challenges, badges, or rewards for the best employees who embody these principles. Use platforms like Kahoot! or custom-built apps to track progress and celebrate achievements. The key is to make it engaging and aligned with your company’s values.
Example: You could create a “Mission Quest” where teams earn points for completing tasks that reflect your core values. This could include anything from community service projects to innovative solutions in the workplace. The winning team receives a reward, like a team outing or extra vacation days.
2. Inject Storytelling In Your Job Descriptions
A well-crafted story in your job descriptions can make a huge difference in attracting job seekers. Instead of listing dry responsibilities, use storytelling to paint a picture of what it’s like to work at your company in that particular role. A job description like this will help employees visualize their potential future with you and make the role more appealing.
How to do it: Share a narrative that highlights your company culture, challenges, and successes. Describe a day in the life of your team or share stories of how everyone has grown. Make it personal and relatable to attract prospective employees who see themselves fitting into that story.
Example: Instead of just listing job duties, you could tell the story of a project that made a big impact. Mention how the team worked together, overcame challenges, and what the end result was. Use platforms like LinkedIn or your company’s career page to showcase these storytelling job descriptions.
3. Add Virtual Reality Tours & Interactive Kits For The Hiring Experience
Virtual reality (VR) tours and interactive kits can offer a memorable, immersive hiring experience. They let potential employees explore your workplace and company culture before they even step through the door. This makes your company more appealing by providing a firsthand glimpse into what it’s like to work there.
How to do it: Create a VR tour of your office space, showing everything from the break rooms to the meeting areas. Pair this with interactive kits that include branded materials, challenges, or puzzles related to the job. The easiest way to do this is to partner with VR providers to develop these tours and kits.
Example: You could send candidates a link to a 360-VR tour of your office, followed by a virtual presentation of all the facilities and current team members. This can excite potential hires and also give them a clear idea of your workplace environment.
4. Do Employee Takeovers & Challenges For Social Media Campaigns
Letting your current employees take over your social media accounts can give potential hires a real, authentic look at what it’s like to work at your company. It makes your workplace feel more approachable and fun, attracting talent that clicks with your culture and vibe.
Plus, social media takeovers are a great way to keep your current team engaged. This kind of recognition goes a long way in keeping A+ players happy and motivated to stick around.
How to do it: Invite employees to share their workday, challenges, and wins on your company’s social media channels. Set up fun challenges where they post about specific topics like teamwork or creativity. Promote these events to reach a wider audience and show your team’s personality.
Example: You could organize a “Week in the Life” campaign where different employees share their experiences each day. Use hashtags like #InsideOurCompany and #EmployeeTakeover to boost visibility. Use Instagram, LinkedIn, or TikTok, depending on where your ideal candidates spend their time.
5. Offer Unique “Choose-Your-Own-Perks” Compensation Packages
Offering customizable perks packages lets your staff pick the employee benefits that matter most to them. Doing this shows that you value their individuality, and that makes your job offers more attractive to them. After all, flexibility in perks can be the deciding factor for top talent weighing multiple opportunities.
How to do it: Provide a list of perks that employees can choose from, like extra vacation days, wellness stipends, or remote work options. Make sure these options cover different needs, from health and wellness to work-life balance. Keep the perks updated so they stay relevant and appealing.
Example: Create a points system where employees earn points based on their performance or tenure, which they can then use to select their perks. For example, someone might choose a gym membership while another might opt for extra paid time off.
6. Design Benefits Packages with Personalized “Wellness Wallets”
Personalized “wellness wallets” let employees spend their benefits on what they really care about. Aside from providing health insurance, giving them this shows that you’re committed to their well-being, both in and out of the office. It’s a great way to make your benefits package stand out and it also helps with employee retention.
How to do it: Give each employee a set amount of money in their wellness wallet, which they can use for services or products that boost their well-being. Choices could include mental health apps, fitness programs, or educational courses. Make sure the wallet is easy to use and accessible.
Example: Set up a wellness wallet where employees can choose to spend their funds on things like yoga classes, therapy sessions, or even home office improvements. Wellable or JOON are 2 examples of tools that allow you to create and manage these personalized wellness benefits.
7. Create An Immersive Onboarding Experience
An engaging onboarding experience can help new hires become connected from the start. When new employees feel supported right away, they’re more likely to stay and grow within your company.
How to do it: Build an onboarding program that includes interactive training, mentorship pairings, and team activities. Pair new hires with mentors to guide them through the first few months and introduce team-building activities that foster connections. Set up one-on-one meetings with leadership to discuss future growth opportunities, so new hires know from the start they’re part of something bigger.
Example: Create a week-long virtual onboarding adventure where new hires explore different departments through a fun, guided online tour. Set up Zoom calls with their direct supervisor, HR, and the heads of key departments so they can put faces to names early on. Each day, they can have live Q&A sessions with other executives through Slack. The event ends with a virtual team lunch where everyone can meet and chat over a meal.
8. Inject Role-Playing Games & Simulation Exercises In Management Training
Role-playing games and simulation exercises make management training more hands-on and relatable. These activities put managers in real-life situations, helping them build problem-solving and leadership skills. It’s a fun way to turn learning into an interactive experience that sticks.
How to do it: Create scenarios for everyday challenges, like handling conflicts or motivating a team. Use role-playing games to let managers practice these situations in a safe space. Consider using tools like Mursion or simple role-play scripts to guide these exercises.
Example: Set up a role-playing exercise where managers practice giving constructive feedback to an employee whose work quality has been dropping. Give them a script about the situation, and then have the manager deliver the feedback through Zoom or in person, just like how it would happen in real life.
After that, both the manager and the “employee” should talk about how it went. The more real the scenario feels, the more valuable the practice becomes.
9. Design Modular Spaces & Innovation Labs For Creative Work Environments
A flexible environment makes it easier for your team to think creatively and collaborate. Modular workspaces and innovation labs are 2 office setups that can be rearranged based on different team sizes and tasks, like brainstorming, working on projects, or holding meetings.
How to do it: Set up spaces with movable furniture, writable walls, and tech-friendly setups that can be reconfigured as needed. Include areas for quiet work, group collaboration, and creative thinking. Make these spaces easy to adjust based on what your team is working on.
Example: You can add an innovation lab where teams can quickly rearrange modular desks into clusters for brainstorming or spread out for solo work. There could also be smart boards for real-time project mapping, and breakout zones with comfortable seating for smaller group discussions.
10. Gamify The Recognition System With Points & Interactive Leaderboards
Turning your recognition system into a game can make employee appreciation more fun and engaging. Add points and leaderboards to create a friendly competition that motivates employees to keep doing their best. This boosts morale and makes recognition an ongoing part of your culture.
How to do it: Introduce a points system where talented employees earn rewards for reaching goals or demonstrating company values. Show their progress on an interactive leaderboard that updates regularly. Make sure you create a system for tracking points and managing leaderboards, whether it’s digital or physical.
Example: Start a “Team Player of the Month” program where employees earn points for collaboration, creativity, or other key actions. Display the scores on a leaderboard that they’ll be able to see easily. Then, make it a habit to recognize top performers with rewards at team meetings.
11. Use Interactive Events & Visual Updates To Communicate
Interactive events and visual updates can make communication with your team more engaging and clear. These tools help get important information across in a way that’s easy to remember. Using them also encourages employees to take part and stay informed.
How to do it: Host events like Q&A sessions, live polls, or team workshops where employees can interact with leadership. Share information through visual updates like infographics, videos, or digital dashboards to make it more digestible and appealing.
Example: Hold a monthly town hall where employees can ask questions and join in live polls. Follow up with a video recap and an infographic highlighting the key takeaways. Tools like Slido for live interaction and Canva for creating visuals can make this process smooth and engaging.
12. Gauge Employee Sentiment With Gamified Pulse Surveys
Getting regular employee feedback is important in any employee retention strategy, but it’s easier said than done. After all, many employees don’t feel comfortable sharing negative feedback.
Luckily, you can try methods like gamified pulse surveys to make them more fun and effective. When surveys are enjoyable, your employees will open up more about what they’re truly feeling.
How to do it: Create short, frequent surveys with a gamified twist, like earning points or unlocking rewards for completing them. Keep the questions simple and focus on key topics that will help you monitor employee engagement and sentiments, like job satisfaction or team spirit.
Example: Run a fun weekly 5-question pulse survey where employees can collect points just for sharing their thoughts. As the points stack up, they can trade them in for perks like gift cards or extra break time, keeping things interesting and motivating. This boosts participation and gives you a steady stream of feedback on employee sentiment.
What To Keep In Mind When Attracting A+ Players
You can’t implement talent acquisition strategies without a focused plan. Here’s what you’ll want to keep in mind when bringing in top talent to your team.
I. Competitive Pay
A+ players expect their skills and experience to be valued. Offering a competitive salary shows them you understand their worth. More than just money, it’s about respect and recognizing what they bring to the table.
Sweeten the deal with unique perks, like profit-sharing or bonuses, to set your company apart. These extras make your offer both attractive and rewarding, giving top talent a reason to choose you over others.
II. Growth Opportunities
Top performers are always looking to grow. They’re looking for more than a job – they want a career where they can develop and move up. So, show your team that you’re invested in their future by offering clear paths for promotion and opportunities to pick up new skills.
Mentorship programs, training sessions, and skill-building workshops can make your company a place where top talent wants to stay. When A+ players see that they can grow with you, they’re more likely to commit long-term.
III. Supportive Company Culture
A positive work environment can attract top talent like nothing else. When you create a culture that encourages open communication, teamwork, and work-life balance, it sends a strong message that you care about their well-being. This environment attracts A+ talent and also makes them want to stay and contribute their best over the long haul.
Communicating this culture clearly, through actions and not just words, helps potential hires see what it’s like to work with you. This is especially true if you’re trying to expand through employee referral programs – you need to show them that your company culture is worth joining for.
IV. Work-Life Balance
A+ players value their time. They want to succeed at work, but they also want to enjoy life outside the office. This is why 98% of employees want to work remotely, even if it’s just some of the time. Offering flexible work hours, remote work options, or extra vacation days shows that you respect their need for balance.
This flexibility can be a big draw, especially for those who want to manage personal commitments alongside their career. It tells them that your company cares about their well-being, making you a more attractive employer.
V. Regular Appreciation
Everyone likes to be recognized for their hard work, and A+ players are no different. Regularly acknowledging and rewarding their contributions keeps them motivated and happy. It’s about showing that you notice and value their efforts.
Setting up a system for regular recognition, whether through bonuses, public praise, or other incentives, can keep morale high. When top performers feel appreciated, they’re more likely to stick around and keep giving their best.
VI. Smart Recruiting Tools
Finding the best candidates requires the right tools. Using advanced recruitment tools and platforms can help you streamline the hiring process and reach top talent who might otherwise slip through the cracks.
These tools offer features like AI-driven resume screening, skill assessments, and data-driven insights. They help you select people who have the skills and potential to grow into A+ players for your team.
VII. Strong Employer Reputation
Your reputation as an employer matters. A+ players want to work for companies that are known for being great places to work. Showcasing what makes your company special, whether through engaging job ads, videos, or a standout career page, can draw in top talent.
When potential hires see that your company values its employees and has a strong culture, they’re more likely to want to be a part of it. It’s about building a brand that top talent wants to join.
Conclusion
Figuring out how to attract employees who are true A+ players is key to building a strong, successful team. The strategies we covered can help you stand out in a crowded job market and keep the top talent you brought in engaged and loyal.
At Genius, we can connect you with the top 1% of the global talent while saving up to 80% on salaries. We only charge a one-time payment when you make a hire, and with our 6-month talent guarantee, you can rest easy knowing that if the fit isn’t perfect, we’ll help you find someone who is. You can even interview candidates for free with no risk.
Don’t miss out on the opportunity to build your dream team – partner with Genius today.
FAQs
What tools can I use to find and attract A+ players?
To find and attract A+ players, start with tools like LinkedIn Recruiter for targeted searches and Workable or Greenhouse for keeping track of applicants. There’s also SeeMeHired and Gem, talent acquisition software that use AI to help you find hidden talent. Meanwhile, platforms like Genius are great for expanding your reach to a wider pool of candidates.
How can I tell the difference between A, B, and C players during hiring?
You can spot A players by their strong skills, self-motivation, and track record of exceeding goals. B players perform well but might need more direction, while C players struggle to meet expectations. Use behavioral interviews and real-life scenarios to assess their problem-solving abilities and past achievements.
Should I wait longer to hire an A player, or fill the position sooner with a B player?
Hiring an A player can bring great benefits, even if it takes more time. However, consider how urgent the role is. In some cases, a skilled B player can meet your immediate needs effectively while you continue searching for that perfect A player.
Is it possible for B players to become A players, and how can I support that?
Absolutely, B players can rise to A-level with the right support. Offer them learning opportunities, challenging projects, and guidance from experienced mentors. Regular feedback and acknowledging their progress can motivate them to reach their full potential.
