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A human workplace prioritizes the universal need for employees to be recognized and appreciated for their workplace value. Employees tend to feel happier in a workplace environment designed to promote curiosity and creativity, where individuals know that it is okay to take risks, make mistakes, and be human. In a human workplace, employees should find a sense of fulfillment in their work beyond pay. By taking the above steps to create a more human workplace, you can transform your organizational culture to one that's incredibly attractive to both potential and current employees.

According to Staffing Industry Analysts, a branded direct sourcing strategy leverages an organization's brand to engage talent pools and place workers on a contingent basis, as needed, while building brand loyalty. Treat Contingent Candidates as You Would Full-Time Candidates Having the mindset of as if you were searching for full-time employees and leveraging that to look for your contingent employees makes a more significant difference than you would think. Once you open your eyes to what direct sourcing means in finding the best of the best in contingent labor, you may find yourself organically filling more roles, having repeat contingent hires, building a better talent pool for your long term talent acquisition program and much, much more. Kevin Poll is the Global Head of Strategic Partnerships and D&I Champion for Willhire, a Direct Sourcing Platform that can service, attract, curate & engage your contingent workforce by leveraging your employer brand with direct sourcing and building a pathway to total talent management.

When it comes to social media or Twitter recruiting, many companies tend to think that it's all about posting about job openings. By using the right hashtags and joining the right groups, you can get your job openings right in front of the people you're hoping to recruit. Candidates also tend to check out the LinkedIn profile of any company before sending in their applications. This way, candidates will immediately understand that the company is recruiting even before they click on your profile.

Each year companies provide research data focusing on employee engagement types, which can be placed into three main categories: Actively Engaged, Engaged, Non-Engaged. Before you think about attracting professional workers to a team, do not forget to inspect your company from the inside. Many companies put much effort into attracting professional workers but pay less attention to the interview. Having a company with no corporate culture will lead to an overflow of non-motivated employees.