The overall talent acquisition landscape has undergone significant changes in recent years. We at Havas People know with the rise of remote work, the gig economy, and technological advancements, the way talent is attracted and hired has evolved. Companies are no longer just looking for candidates with the right skills; they are seeking someone who aligns with their culture and overall values. This shift has made the role in having an agency partner who specializes in Recruitment Marketing and Employer Branding that much more important.

During our time at TA Week in San Diego, we listened to the interesting ways TA teams with different backgrounds (and resources) are navigating these familiar challenges. Because our clients also come from varied backgrounds and budgets, these stories inspired a few ideas, which you may find helpful as well. A few of the key challenges we heard were:

1. Compelling Content – Authenticity and creating emotional connections is key to attracting and building a relationship with talent. How can you create compelling content that showcases company culture, values, and employees’ experiences to help you stand out in a competitive job market? Alongside your ‘hooks,’ what are your ‘counter-hooks’ to help talent self-select and how do you bring those to life in a positive light?

• TIP: Incorporate counter-hooks in your imagery. For example, flexible working has its pros and cons – you can authentically explain these pros and cons by showing someone who can leave for a workout class mid-day and then works into the night.

2. Measurement and Leadership Storytelling – There are so many tools today that can capture the Candidate Experience to help us optimize your efforts. How can you track and monitor the results of your efforts? And how can you use those measurements to tell a compelling story to your stakeholders?

• TIP: Use your stakeholder’s needs and interests to define KPIs, and then monitor those metrics year-on-year through an Employer Brand Tracker (ask us about this!)

3. Advisorship and the Talent Experience – ‘Success’ to TA is becoming more and more focused on strategic pipelining, and to do that you need to move away from reactive hiring. TA is expected to not only recruit, but advise talent management teams on who to hire and how to keep them. How can you, as subject matter experts, investigate and advise other teams of their impact on the Employee Experience?

• TIP: Keep your eyes peeled for the 2025 Havas People Employee Experience research report coming out soon! Sign up here to be one of the first to receive our insights.

If you’d like to hear more about how we can help you with any of these challenges, or to hear more about our learnings from TA Week, send us a note! hello@havaspeople.com.