In today’s fast-paced, candidate-driven job market, top talent is not just looking for any job — they’re looking for the right opportunity with the right company. That means your business isn’t just competing for customers — it’s competing for people.
And here’s the kicker: the most qualified professionals have options. If your company isn’t positioned as a desirable employer, they’ll pass you over for the business down the road that looks like a better fit — even if you’re offering more money.
So how do you position your company to stand out to high-performing candidates?
In this blog, we’ll break down exactly what modern jobseekers are looking for and how your business can become a talent magnet — with the help of smart positioning and expert recruitment support from agencies like Recruit SA.
Why Employer Branding Matters More Than Ever
Think of employer branding as your company’s reputation as a place to work. It answers the question: Why should someone work for you instead of your competitor?
In a world where employees leave reviews on Glassdoor, candidates stalk company LinkedIn pages, and word of mouth spreads fast, your brand as an employer is more visible — and more influential — than ever.
According to LinkedIn research:
- 75% of job seekers consider an employer’s brand before applying for a job
- Companies with strong employer brands see 50% more qualified applicants
- A strong employer brand can reduce cost-per-hire by up to 43%
Step 1: Define (and Refine) Your Employer Value Proposition (EVP)
Your Employer Value Proposition is the unique set of benefits and values that you offer employees in exchange for their skills and experience. It’s your promise to current and future team members.
Ask yourself:
- What makes working here different from anywhere else?
- What do our top performers love most about working for us?
- Are we offering more than just a salary — like flexibility, career growth, or purpose?
Your EVP should be:
✅ Authentic
✅ Clear and concise
✅ Visible on your careers page, job ads, and social media
✅ Reinforced by how employees experience your company culture
Step 2: Build a Standout Careers Page
Your website’s careers page is often the first stop for curious candidates. If it’s outdated, vague, or full of buzzwords (think “we’re like a family” — yawn), you’re losing great people before they even apply.
Here’s what top talent wants to see:
- Real insights into your company culture
- Clear job openings with responsibilities and growth paths
- Employee testimonials or day-in-the-life videos
- Benefits that matter (flexibility, wellness, upskilling support)
- A smooth application process
Pro tip: Make sure your careers page is mobile-friendly — over 60% of candidates job hunt on their phones.
Step 3: Create a Positive Candidate Experience
The hiring process is part of your brand. A slow, unclear, or impersonal experience will turn off even the most eager applicants.
A great candidate experience includes:
- Prompt communication at every stage
- Transparency about timelines and expectations
- Constructive feedback when appropriate
- Respectful and inclusive interview processes
- A streamlined application (no more “upload your CV and retype everything” forms)
When candidates feel valued — even if they don’t get the job — they’ll remember you, recommend you, and possibly apply again in the future.
Step 4: Show Off Your Team and Culture on Social Media
Jobseekers today are doing their homework — and one of the first places they look is your company’s LinkedIn, Facebook, and Instagram profiles.
Use your social platforms to:
- Celebrate team wins and employee milestones
- Share behind-the-scenes stories or “a day in the life” content
- Highlight your values, impact, and community involvement
- Promote job openings in a way that feels engaging, not transactional
People want to work with people — not faceless brands.
Attracting talent isn’t just about what you say — it’s about what you show.
Step 5: Work with a Recruitment Partner Who Gets It
Even with the best branding in place, finding and securing top talent can still feel like a full-time job — because it is.
That’s where Recruit SA comes in.
We help companies:
- Craft attractive, SEO-optimised job listings
- Reach passive and active candidates through targeted sourcing
- Screen applicants quickly and thoroughly
- Provide expert advice on market trends, salary benchmarks, and interview best practices
- Represent your brand professionally in the job market
And because we take the time to understand your company’s culture, goals, and growth plans, we only send you candidates who truly fit — not just fill seats.
Step 6: Offer Flexibility, Growth, and Purpose
Top talent — especially Millennials and Gen Z professionals — are prioritising more than money. They’re looking for employers who offer:
- Flexibility (remote/hybrid work, flexible hours)
- Learning and career development opportunities
- Purpose-driven work and values alignment
- Mental health and wellness support
If you want to attract the best, you need to move beyond old-school 9-to-5 models and build a work environment that supports your team as humans first.
Step 7: Nurture Your Talent Pipeline
Top candidates may not be ready to switch jobs right now—but if you stay on their radar, they’ll come to you when they are.
Nurture future hires by:
- Staying in touch after interviews (even if they weren’t hired)
- Creating a “talent community” or job alert email list
- Building relationships with universities, industry bodies, and online communities
- Working with your recruiter to keep your pipeline warm
Top Talent Is Looking for You—If You’re Ready for Them
Attracting top talent doesn’t happen by accident. It takes clear positioning, a strong brand, a smart hiring process, and the right support.
But the return is worth it: a team of high-performers who believe in your mission, boost your business, and help you grow.
Want help attracting the right candidates faster? Partner with Recruit SA — South Africa’s trusted recruitment agency for businesses that value both performance and people.
Because finding top talent isn’t just about filling a vacancy. It’s about building your future.