{"id":8117,"date":"2020-10-25T13:00:14","date_gmt":"2020-10-25T13:00:14","guid":{"rendered":"http:\/\/sage-people-scraping-gb.local\/?p=1119"},"modified":"2026-01-29T10:06:32","modified_gmt":"2026-01-29T10:06:32","slug":"personalization-hr-recruitment-tips","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-gb\/blog\/personalization-hr-recruitment-tips\/","title":{"rendered":"5 ways to use hyper-personalisation to attract and retain top talent"},"content":{"rendered":"
\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t\tPeople & Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
\n\t\t\t\t\t

\n\t\t\t\t\t\t5 ways to use hyper-personalisation to attract and retain top talent\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t\t

\n\t\t
\n\t\t\t
\n\t
\n\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\t\t\n\t\t
\n\t\t\t\n\t\t\t\t\"Headshot\t\t\t\tCharlotte Penny<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

Marketing today is all about hyper-personalisation.<\/p>\n\n\n\n

From pop-up ads that know what you did last week, to restaurant discount vouchers that appear when you get hungry, hyper-personalisation is about catching the right people, in the right moment, with the right message.<\/p>\n\n\n\n

It\u2019s not just marketing that can benefit from this, though. HR and People teams can use hyper-personalisation too.<\/p>\n\n\n\n

Enter \u2018People Marketing\u2019<\/h2>\n\n\n\n

People Marketing involves applying the principles of marketing to HR, so companies can know their people as well as they know their customers, marketing themselves effectively to potential and existing employees, enabling them to attract and keep the best.<\/p>\n\n\n\n

Hyper-personalisation is a part of this.<\/p>\n\n\n\n

In today\u2019s war for talent, companies need to find new ways to attract and retain the best.<\/p>\n\n\n\n

Here are a few ways to introduce hyper-personalisation into your HR strategy.<\/p>\n\n\n\n

\n
Request a free, live demo of Sage People and discover how it can help your organisation attract the best people, retain your key talent and increase productivity<\/a><\/div>\n<\/div>\n\n\n\n

1. Personalised recruitment<\/h2>\n\n\n\n

Perhaps the best use of hyper-personalisation can be found in recruitment.<\/p>\n\n\n\n

It\u2019s now simple to send targeted job advertisements using Facebook, LinkedIn and job websites.<\/p>\n\n\n\n

In fact, you can tailor your job advertisements in creative ways to extend your reach to potential candidates. For instance, if you\u2019re a skateboarding brand that needs a web developer, you can target your ads at people with an interest in skateboarding and a background in web design.<\/p>\n\n\n\n

You can then use the kind of images that would appeal specifically to this target audience, as well as personalised copy.<\/p>\n\n\n\n

Once you\u2019ve got their interest, there is plenty you can do to personalise the experience even further.<\/p>\n\n\n\n

Tailoring the job spec to potential candidates\u2019 interests and offering benefits that match their lifestyles are just some of the many tactics that companies are using.<\/p>\n\n\n\n

2. Personalised benefits<\/h2>\n\n\n\n

Twice as many employees value their benefits more when they\u2019re given a choice.<\/p>\n\n\n\n

As a provider of benefits, you can hyper-personalise candidate and employee experience by allowing people to pick their own.<\/p>\n\n\n\n

For instance, while one employee may appreciate value-adding benefits such as dental cover or life insurance, another employee may prefer lifestyle-based benefits, such as flexible working, financial advice and access to education.<\/p>\n\n\n\n

Personalising benefits also has its advantages for employers. For example, Julian Smith, managing director of Bathroom Takeaway says his employee turnover is \u2018incredibly low\u2019 after introducing flexible benefits.<\/p>\n\n\n\n

3. Personalised compensation packages<\/h2>\n\n\n\n

While it\u2019s not always possible to offer employees flexibility in terms of salary, there are other ways you can tailor compensation packages.<\/p>\n\n\n\n

For instance, while you may provide an employer-matched retirement savings or pension scheme, many people are opting out of these in favor of schemes with a higher yield.<\/p>\n\n\n\n

In a 2016 survey<\/a>, FlexJobs discovered working parents ranked retirement benefits as the least important factor when looking for a new job.<\/p>\n\n\n\n

Therefore, giving your employees a choice over how their money is invested \u2013 for instance, in a pension scheme, a workplace investment scheme or stocks and shares options \u2013 could make them feel they are getting more from the money they earn.<\/p>\n\n\n\n

You could even offer your employees the opportunity to buy shares in your company. This can be a powerful incentive, making people feel their contribution to the company is paying dividends directly into their pocket.<\/p>\n\n\n\n

Along with these ideas, you could offer your employees finance and wealth management advice as an optional benefit.<\/p>\n\n\n\n

If your staff feel that they\u2019re getting more from their salary at your company, it could convince them to stay, even if a higher salary is offered elsewhere.<\/p>\n\n\n\n

\n
Download your free report, The changing face of HR, and discover why ‘HR’ is changing to ‘People’<\/a><\/div>\n<\/div>\n\n\n\n

4. Personalised learning and career development<\/h2>\n\n\n\n

Employees who are offered comprehensive training programmes are 218% more productive, according to the Association for Talent Development<\/a>. So, there is a strong case for offering training and career development.<\/p>\n\n\n\n

You can make the experience even more effective by allowing staff to pick their own training. Mark Zuckerberg, CEO of Facebook, is a big advocate of this approach to career development, saying: \u201cWe think that personalized learning makes sense.\u201d<\/p>\n\n\n\n

While you should certainly offer job-specific training for new employees, once employees have gained experience you could start to offer training that\u2019ll allow them to develop their careers in non-linear ways.<\/p>\n\n\n\n

It could even involve training them in other aspects of the company\u2019s work, so they could make a sideways move should they wish to.<\/p>\n\n\n\n

5. Personalised recognition<\/h2>\n\n\n\n

The value of recognition at work is clear as day \u2013 workhuman<\/a> discovered that workers in recognition-rich companies are more likely to believe in their company\u2019s values, more likely to enjoy their work, and more likely to stay in their roles.<\/p>\n\n\n\n

Allow staff to send praise or kudos to one another and make shout outs to colleagues using a bulletin board system. You can make these kudos even more personalised by including an automated email to address the recipient directly with more praise and thanks.<\/p>\n\n\n\n

You could even go so far as to publish praise on your company\u2019s social media channels. Many companies, for instance, recognise their top salespeople of the week by publishing their picture on a social media post.<\/p>\n\n\n\n

Personalise experiences means higher productivity<\/h2>\n\n\n\n

Ultimately, employees are driven by different goals and aspirations. Some are motivated by money. Others want a great work-life balance.<\/p>\n\n\n\n

Employee needs might be different for someone who just moved to London or Manchester versus someone who wants to start settling down.<\/p>\n\n\n\n

As an employer, you\u2019ll need to create engaging experiences for all your workforce.<\/p>\n\n\n\n

Get to know your workforce \u2013 understand what drives each of them. Then, use that to create experiences that they\u2019ll love \u2013 it won\u2019t be the same for everyone.<\/p>\n\n\n\n

\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t\t

Sage People live demo<\/h2>\n\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t

Want to attract the best people, retain your key talent and increase productivity? Request a free, live demo of Sage People and discover how it can help you achieve your goals.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tRequest a free demo<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n

\n\t
\n\t\t
\n\t\t\t
\n\t\t\t\t\t\t\t\t

Subscribe to the Sage Advice newsletter<\/h2>\n\n\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t

Join more than 500,000 UK readers and get the best business admin strategies and tactics, as well as actionable advice to help your company thrive, in your inbox every month.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tSubscribe now<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Hyper-personalization is rapidly changing the way we communicate. Could it change the way we create employee experiences too?<\/p>\n","protected":false},"author":1660,"featured_media":8317,"menu_order":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"sage_hide_published_date":false,"sage_hide_read_time":false,"sage_hide_share_buttons":false,"footnotes":""},"categories":[10],"tags":[240],"business_type":[3],"lilypad":[],"context":[],"industry":[],"persona":[69,71],"imagine_tag":[92,217,96],"coauthors":[406],"class_list":["post-8117","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people-leadership","tag-hr-processes-medium-businesses","business_type-medium-sized-business"],"sage_meta":{"region":"en-gb","author_name":"Charlotte Penny","featured_image":"https:\/\/www.sage.com\/en-gb\/blog\/wp-content\/uploads\/sites\/10\/2020\/10\/GettyImages-534055580_super.jpg","imagine_tags":{"92":"HR and Payroll","217":"HR processes","96":"Medium businesses"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice UK","distributor_original_site_url":"https:\/\/www.sage.com\/en-gb\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/posts\/8117","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/users\/1660"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/comments?post=8117"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/posts\/8117\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/media\/8317"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/media?parent=8117"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/categories?post=8117"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/tags?post=8117"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/business_type?post=8117"},{"taxonomy":"lilypad","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/lilypad?post=8117"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/context?post=8117"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/industry?post=8117"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/persona?post=8117"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/imagine_tag?post=8117"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-gb\/blog\/api\/wp\/v2\/coauthors?post=8117"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}