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July 2, 2025 
8 min read
Today’s turbulent job market and higher mobility among employees puts more pressure than ever on recruiters looking to attract and retain top talent. Recruiters are inundated with applications. Understanding which of those applications will result in successful, engaged, and long-term employee is harder than ever.
Building a comprehensive talent strategy that attracts the right candidates, and keeps them engaged for the long-term, allows companies to:
Talent acquisition leadership has an opportunity to overcome these challenges, and make a greater impact on the company’s bottom line, by implementing practical solutions and innovative recruitment marketing strategies.
When these foundations are built into the recruitment and hiring software the team uses every day, those recruitment best practices become part of the fabric of the team.
Streamlined internal communication systems and workflows support modern recruitment strategies that attract and retain talent. Automating your recruitment process makes it more efficient, reducing manual work that moves candidates through the process while increasing the amount of time recruiters can spend providing personal attention to candidates.
Automated workflows reduce the time to hire by ensuring the next right action happens for each candidate in every step of the process. Some actions to automate include:
All of these automations can result in a positive candidate experience, as candidates stay informed and updated on the process, and recruiting staff can take items off their to-do list.
When recruiting teams use standardized talent assessments to judge candidate viability, the metrics from those assessments can run through predictive analytics tools that identify who works well in the current organization and what qualities they should look for in future hires.
Analytics also helps the team when understanding talent assessments and gauging their effectiveness based on new hire success rates.
Teams that work from a data-driven perspective will track key performance indicators (KPIs) and metrics like the number of candidates that make it through each stage of the hiring funnel, which can provide insight into how well job descriptions fit the role, and where those descriptions are listed.
These metrics can also reduce turnover by identifying ideal candidates early — and weeding out those who aren’t a fit for the company or the position — which improves the speed and reactiveness of the offer/acceptance process.
Recruiting and onboarding software like iCIMS Hire provides real-time analytics and reporting on hiring performance that help talent acquisition leaders make informed, data-driven decisions.
Some ways you can improve candidate experience during the hiring process include messaging the candidate with updates and timelines and personalizing messages with AI-enhanced communication tools.
Internally, when the software consolidates hiring notes, documents and timelines within a single candidate profile, the team has a shared knowledge of each candidate at hand for every meeting.
Candidate engagement can build lasting candidate relationships after an initial recruitment process by communicating new job or company developments:
Continued communication and engagement with the candidate after the original hiring process will keep them in the pipeline for future opportunities.
Today’s onboarding processes can take up to 12 months, starting with the initial paperwork and ending when the hiring team is confident the employee meets the expectations of the job description.
Hiring teams can shorten and streamline this process with dedicated onboarding software included in iCIMS, improving outcomes and retaining top talent longer.
An onboarding software helps the hiring team integrate new hires into the company culture through effective onboarding best practices like:
These tools maintain consistency among new hires by standardizing critical culture and role knowledge, improving HR’s view of the training process and providing key metrics to improve the onboarding process in the future.
Successful companies with rich recruiting programs know that collecting, analyzing and learning from employee feedback helps them improve. Real-time feedback, captured during the hiring and onboarding processes, can help the recruiting and hiring teams pivot quickly when needed.
This feedback-based agility is supported by iCIMS Hire through feedback loops integrated into the hiring process. Regular surveys, candidate satisfaction scores and employee net promoter scoring can all inform the company of trends that can deeply affect the organization’s success.
These tools also provide options for companies exploring internal recruitment opportunities, as asking current employees about their interests and goals can help employees self-identify for lateral moves or promotions.
A key step in any candidate attraction strategy is defining a strong employer value proposition. This statement tells potential candidates what your company values, how you live those values through your company culture, and how employees can expect you to treat them through the hiring process and beyond.
An attractive EVP will address five parts of the employee experience:
The strongest EVPs use language that focuses on the value the company will make in the employee’s life, beyond a paycheck. iCIMS Hire can help recruiters shape and communicate your EVP, so it resonates with the right candidates and drives engagement throughout the recruitment process.
While pay transparency in job descriptions is required by law in many states, adding compensation ranges to job descriptions can allow potential candidates to self-select based on their needs.
While pay is one of the most obvious retention strategies companies employ, you don’t always have to pay at the top of the range. Employee benefits and perks can sometimes outweigh lower compensation numbers. A 2025 study done by Harvard Business Review found that 40% of respondents would take a 5% pay cut to work remotely, and 21% would take up to a 10% pay cut.
But don’t worry if you can’t offer remote or flexible schedules. Consider other benefits: volunteering hours, commuting stipend, 401(k) match, technology stipend or even catered lunches can attract workers and improve employee retention.
Employees that hope to make their current job into a career value growth, learning and career development opportunities, and these perks can help retain those employees long-term. Programs that help companies build a motivated workforce include:
These learning opportunities foster long-term relationships with employees, as they see the company wants to invest in their future and career mobility. Hiring internally and promoting from within can also show individuals that they have room to grow in the company.
A recruiting strategy built with an eye on employee retention should include making hiring, onboarding and training as seamless as possible with the aim to provide compensation and opportunities that reinforce long-term retention.
This can be made easier with the right software that can automate processes and support data-driven analysis that feeds into continuous improvement of recruiting strategies.
iCIMS Hire was designed around recruiting best practices and helps companies create a more efficient, engaging and data-driven hiring process. And it goes beyond the initial recruitment phase to help companies build the cultural foundation that retains the top talent. Start implementing a more efficient hiring and retention strategy today with iCIMS Hire to build a lasting, successful workforce.
Alex is well-versed in content and digital marketing. He blends a passion for sharp, persuasive copy with creating intuitive user experiences on the web. A natural storyteller, Alex highlights customer successes and amplifies their best practices.
Alex earned his bachelor’s degree at Fairleigh Dickinson University before pursuing his master’s at Montclair State University. When not at work, Alex enjoys hiking, studying history and homebrewing beer.
