Candidate Attraction Solutions

Attract The Best Talent For Your Business

Save time and money by using Amberjack's Candidate Attraction Solutions

We implement comprehensive candidate attraction strategies by working closely with your company to establish your goals for the workforce you want to build.

By providing transparency between the business and candidates, we enable you build a relevant, engaged and diverse talent pool for the future

Thumbnail showing laptop as someone searches for a job, representing our resource hub for attration.

Amberjack's Candidate Attraction Services

Attraction Audit

In-depth analysis of your current activity to understand the performance of every channel.

Content Development

Bespoke and engaging content development to attract the attention of your target audience.

Creative Design

Creative assets aligned to your EVP and Employer Brand.

Event Management

Management of your campus events to maximise your presence at target schools and universities.

Event Collateral

Expertly designed collateral to distribute at your recruitment events. 

Media Management

Complete management of your media plan and tracking to ensure maximum output and performance.

Social Media Management

Creation of social media content and assets relevant to your target audience.


University Liaison

Management of key stakeholders at your target universities.

Channels and Tools used in Candidate Attraction

Job Fairs & Networking Events

Job fairs and networking events are an effective part of a good candidate attraction strategy and a great way to connect with potential employees. 

In the Early Careers space, they have long been a popular method to reach large numbers of potential candidates and build an employer brand.

These events provide an opportunity for candidates to meet members of the organisation, ask any burning questions and establish their fit. 

It’s critical for organisations to think about representation at these events, especially if there is a strong focus on Diversity and Inclusion.

Group of men and women standing in a circle discussing ideas

Social Media

Social media platforms like LinkedIn, Twitter, Facebook, and more recently, Instagram and TikTok are being used to attract candidates.

By establishing a presence on these platforms and actively engaging with potential candidates, employers can reach a large pool of talent that they may not otherwise have access to in communities they are familiar with.

This can also be essential when it comes to managing candidates further down the line.

People on their phones with floating graphics of emojis and notifcations on social media

Job Boards

By posting an open position on effective, well-respected platforms such as Bright Network, Graduate Jobs and Rate My Placement, employers can reach a large number of potential candidates from all universities.

The majority of these platforms also offer extensive employability advice and support, therefore, they are extremely popular with students who are actively job hunting. 

Whilst more generic job boards have become less effective in recent years, the main players in the Early Careers space are still driving impressive results.

Man at a desk on a laptop with a coffee and documents to the side

Targeted Ads

Another way of attracting the right candidates is through targeted advertising. 

This can be done on social media platforms, as well as through other online channels like Google Ads. 

Targeted ads allow employers to specifically target their advertising to individuals who are likely to be interested in their open positions.

Smartphone on a table showing sponsored adverts on it

The Benefits Of Effective Candidate Attraction

Save Time & Money

By proactively sourcing and attracting candidates, organisations can save time and money that would otherwise be spent on more traditional recruiting methods, like job postings and waiting for applications to come in.

Increase Quality Of Hires

Comprehensive and effective candidate attraction strategies, coupled with advanced digital engagement will often deliver higher-quality candidates, which leads to better hiring decisions.

Enhance Your Employer Brand

When you reach out to top talent and engage with them, you’re also enhancing your employer brand. This can make your organisation more desirable to potential candidates, which can help you attract even more top talent in the future.

Reduce Attrition

Organisations with an effective candidate attraction strategy are able to find and hire employees who are a good fit for their culture and values. This can lead to reduced employee turnover, as employees are more likely to stick around in an organisation where they feel they belong.

What are Candidates Looking for?

In order to effectively attract candidates, it’s important to first understand what they’re looking for. While each individual candidate will have their own unique set of preferences, there are some common themes that today’s candidates are looking for in an employer. These include:

Laughing white collar workers standing around white board during meeting in small office

The Firm's People & Culture

Friendly and supportive co-workers are another big priority for today’s employees. 

They want to work in an environment where they feel at home, will be supported and the culture is aligned with their own values. 

Showcasing your employees will help candidates identify their place within your company. 

As well as the positive elements, be transparent about what needs improvement. Candidates generally accept that not everything is perfect and respect honesty.

Equity, Diversity & Inclusion

In a recent research report published by leading student platform, Bright Network, 89% of respondents stated that they would consider an employer’s commitment to Equality, Diversity & Inclusion before applying. 

Even higher at 91% was well-being. Effectively communicating your organisation’s proposition around this will be critical to engaging Gen Z and A.

diverse group of people in a meeting room
Documents on a desk showing bar graphs

Opportunities For Growth & Development

Employees also want to work for an employer who is invested in their growth and development. This is why candidate assessments where potential is assessed are widely accepted. 

They want to know that there are opportunities for them to advance in their career and that their employer is willing to invest in their development. 

In addition, being paid competitively is important, especially during the current challenging times. Being upfront and open about salary is a real positive for candidates.

A Positive Candidate Experience

Candidates, especially those who are at the beginning of their careers, have high expectations of the recruitment process. 

As digital natives, they are used to accessing vast amounts of information quickly, and slow processes are sure to negatively impact their perception of working for you. 

To provide a good candidate experience, you need to be upfront, provide as much information as possible and give feedback – even to those that are not successful.

back view of employee speaking with cheerful recruiters during an interview

Frequently Asked Questions

Have any questions about candidate attraction? Here are answers to some of the most common queries.

Candidate Attraction is the first stage of our Recruitment Outsourcing service. It refers to the proactive process of identifying and recruiting potential candidates for employment, rather than waiting for applicants to respond to job postings. 

The goal of candidate attraction is to build a talent pipeline of qualified candidates in advance of actual job openings, so that when a position needs to be filled, the hiring process is quicker and more efficient.

The candidate attraction process begins with understanding what is required for candidates to be successful both within an organisation and the particular role. 

Once this has been determined, candidate attraction strategies can be implemented to attract the best candidates who match the desired profile.

Outreach and engagement can be done through a variety of means, such as social media, email, or career events. Since 2020, there has been a significant rise in virtual events and networking sessions, allowing employers to have increased reach and provide more opportunities for candidates. 

The ultimate goal is to start a relationship with potential employees, and provide them with a good understanding of the organisation and role so they are excited and motivated to apply.

Candidate attraction is a proactive and targeted activity which is focused on engaging candidates, educating and informing them about your opportunities and converting them to application stage. Recruiting is a more general term which refers to the broader process including assessment, selection, offer management and on-boarding.

There are multiple channels for organisations to use to attract their candidates and we would always suggest carrying out an audit of previous activity to see what is providing the best ROI.

Within the Early Careers social recruiting is becoming a more preferred channel as engaging to candidates in their familiar digital environments drives stronger engagement.

Industry specific platforms such as Bright Network provide a readymade community for employers to engage with and events and networking are still a firm favourite as it offers the opportunity to meet current employees face to face.

The key to candidate attraction is understanding your audience. What motivates them? Where do they look for opportunities? How can you best educate them?

It’s not simple but having a well thought out strategy will mean you can drive higher quality applications.

Again, this is about understanding your audience, however there are some common key themes.

Firstly, be honest and transparent. Whether that be disclosing salary information on the job specification or positioning the diversity of your board members, candidates will understand your challenges if you are clear about how you are addressing them.

ED&I is a huge topic and one that employers most continually focus on engage candidates. Whether it be sharing your ED&I policies from the outset or introducing them to your internal networks or relevant employees, showcase how you support individuals from underrepresented groups and how they can succeed in your business.

Finally, give clear and detailed information on the recruitment process. Provide information on each stage, expected timeframes and consider committing to giving personalised feedback.

Failing to carefully craft their social posts, job postings and job descriptions.

Not using language that is relevant for their target audience and using excessive jargon.

Avoiding challenging themselves around some of the skills and experience they are asking for – are they really all necessary?

Not making sure it’s clear what’s in it for them. It’s a 2-way relationship and candidates need to feel they are being assessed appropriately for a role.

Failing to avoid long-winded, multi-stage processes (we recommend no more that 3-4 stages). Candidates can often become disengaged, especially if communication is poor.

Not being honest – candidates will see through any over-positive messages, especially as they progress through the process.


What Our Clients Have To Say

“Amberjack has done us proud throughout our partnership. Early Careers is a massive part of Morrisons – it is who we are, nurturing young talent as our sustainability in this company.”
Early Careers People Manager, Morrisons
"Through close collaboration and partnership with Amberjack we have been able to use best practice assessment tools and provide graduate, intern and apprentice candidates a more streamlined recruitment process. By doing so, we’ve been rewarded with higher quality and more engaged candidates.”
Head of Future Careers, Virgin Media O2
“I would consider Amberjack a true strategic partner. Our relationship is built on trust and mutual respect. We look to co-create and work through challenges together.”
Future Talent Manager, Mars
‘The innovative selection process we now have in place has exceeded our initial expectations and objectives."
Head of Early Careers, Atkins
‘Amberjack’s integrated technologies allow us to achieve many of our objectives all whilst maintaining an exceptional candidate experience’
Recruitment Manager, Weightmans
"Technology and intelligent automation have played a vital role in the solution we have delivered and allowed us to transform our process both internally and for our candidates. We have been delighted with the results."
Recruitment Manager, Financial Services Firm
Senior Resourcing Manager, BDO

Are you ready to build your talent pool?

We are operating in a candidate-led market, so it’s important to make sure you’re doing everything you can to attract the best candidates to your organisation. So what are you waiting for? Get started today!

Scroll to Top