5 Unconventional Ways to... Make Your Role More Attractive
Job Market
Struggling to attract top talent? Our latest blog reveals 5 unconventional strategies to make your job openings truly irresistible. From radical transparency to 'failure-positive' cultures, discover how to stand out in today's competitive job market. Perfect for both permanent and contract roles!

In today's market, traditional recruitment strategies are often falling short. To truly stand out and attract top talent, employers need to think outside the box. Here are five unconventional approaches to make your roles more appealing, whether you're hiring for permanent positions or contract work.

Embrace Radical Transparency

Most companies keep their cards close to their chest. Break this mould by adopting radical transparency. For permanent roles, consider sharing detailed information about company financials, decision-making processes, and even salary structures. This level of openness can be incredibly attractive to candidates who value honesty and want to feel truly part of the organisation.

For contract roles, provide unprecedented clarity about project challenges, internal dynamics, and potential roadblocks. This transparency not only attracts confident professionals but also sets the stage for more effective collaboration.

Offer Sabbaticals and Learning Breaks

Continuous work without significant breaks can lead to burnout. For permanent positions, introduce the concept of paid sabbaticals after a certain tenure. These extended breaks allow employees to pursue personal projects, travel, or simply recharge. Additionally, consider offering shorter "learning breaks" throughout the year for skill development or passion projects.

For contractors, while traditional sabbaticals might not apply, you can offer unique learning opportunities. Propose "skill swap" arrangements where contractors can spend a portion of their time learning from your in-house experts in exchange for sharing their specialised knowledge.

Implement Reverse Mentoring Programmes

Turn the traditional mentoring model on its head. In permanent roles, pair younger or newer employees with senior staff members, allowing the junior employees to mentor on topics like emerging technologies, social media trends, or generational insights. This not only provides valuable learning opportunities for senior staff but also gives newer employees a sense of value and influence.

For contract roles, create a system where contractors can offer mini-workshops or knowledge-sharing sessions with your permanent staff. This cross-pollination of ideas can be incredibly attractive to skilled contractors looking to make a real impact.

Adopt a 'Choose Your Own Adventure' Approach to Benefits

Move beyond the one-size-fits-all benefits package. For permanent positions, allocate a "benefits budget" to each employee and let them choose how to spend it. Some might opt for additional holiday days, while others might prefer professional development courses or wellness programmes.

For contractors, extend this concept to project perks. Offer a menu of options such as flexible milestone bonuses, co-working space allowances, or even the opportunity to bring in a collaborator of their choice for part of the project.

Create a 'Failure-Positive' Culture

In a world obsessed with success, create a unique environment that not only tolerates but celebrates failure as a learning opportunity. For permanent roles, implement "failure forums" where team members share their biggest mistakes and the lessons learnt. Reward employees who take calculated risks, even if they don't always pan out.

For contract positions, build failure tolerance into project scopes. Encourage contractors to experiment with innovative approaches, with the understanding that not every attempt will be successful. Offer bonuses for documenting and sharing valuable insights from failed attempts.


By adopting these unconventional strategies, you'll not only make your roles more attractive but also position your company as a forward-thinking, employee-centric organisation. These approaches go beyond surface-level perks, addressing deeper needs for growth, autonomy, and purpose that many professionals seek in their careers.

Remember, the goal isn't just to fill positions, but to create an environment where both permanent employees and contractors can thrive. By thinking creatively about what you can offer, you'll attract individuals who are not just qualified, but truly excited about the opportunity to work with your organisation.

Implementing even one or two of these ideas can significantly set your roles apart in a crowded job market. The key is to align these innovative approaches with your company's values and culture, creating a unique and irresistible proposition for top talent.