5 Talent Acquisition Strategies for Hiring The Ideal Candidates
Kristina Finseth — Jul 15, 2020
Kristina Finseth — Jul 15, 2020
Potential employees need to stand out when they appear for an interview if they want to land a job. As much as that is the case, the war for talent is now turning to employers. Today, employers seeking to hire the best candidates should find unique ways to appeal to potential employees. That highlights the fact that talent acquisition is a top priority for most firms in the current candidate-driven market.
Unfortunately, identifying, attracting, and hiring the right talent is increasingly becoming a challenge. The reason is that there is no one-size-fits-all when it comes to talent acquisition. That is because every firm needs to adopt custom staffing requirements to fulfill its unique mission and business goals.
In that case, you cannot afford to rely on such conventional approaches like attending job fairs and sending LinkedIn messages when acquiring talent. Since talent acquisition is a long-term plan, you need to develop an appropriate strategy for this purpose. Here are some of the talent acquisition strategies you can consider.
Most probably, you already have the talent you are seeking in-house. In that case, you can start by identifying top performers within your team as you focus on leveraging their special skills where applicable. Note that internal mobility is one of the best ways to motivate your employees.
Internal mobility streamlines the hiring and onboarding process too. Finding better ways to utilize one’s strengths and expanding knowledge are some of the reasons why employees seek opportunities elsewhere. As such, internal mobility can reduce the rate of employee turnover, thus making it a viable option for your HR team.
Additionally, internal employees are conversant with the culture and protocols of your firm. So, by promoting such individuals, you will be leveraging the skills of those who are already focusing on the ongoing success of your enterprise. Offering learning opportunities and mentoring programs will help you improve the skills of your workers. That is an added advantage when recruiting internally.
If you want to make the process of talent acquisition more objective, you need to leverage recruitment software and other technologies at all stages. That calls for identifying and acquiring software and tools that can automate specific talent acquisition processes within your enterprise. For instance, you can use a combination of AI and Big Data to reduce unnecessary headaches and bottlenecks in the case of talent acquisition. Some of the things that the right tools allow you to do include the ability to:
Quickly and accurately identify contact information.
Automate your email outreach and follow-up process to continuously tap talent on the shoulder and ensure that they’re engaged
Automatically sync info to your CRM or ATS to relieve manual data entry tasks
Retaining top talent is quite a challenge because every employer out there is looking for the best candidate. That implies that competitors can succeed in raiding your talent if they have a better offer on the table for such individuals. As a result, frequent employee turnover will become a waste of both time and resources on your part.
The implication, in this case, is that your HR department should prioritize both talent acquisition and employee retention. Otherwise, your recruitment strategy may never be a success going forward. For that reason, individuals should understand that employee retention is part of your company culture from the onset. To achieve that you need to specify the following in the case of talent acquisition.
Channels for delivery and feedback.
Compensation and benefits.
Training and development.
The performance appraisal procedure.
Opportunities for meeting with superiors.
Annual raises and bonus structures.
Ensure you furnish your employment agency with the details above if you opt for their services.
Avoid casting your talent acquisition strategy on stone. The approach you adopt should evolve in line with the external economic influence, openings at competitor firms, graduation rates, among other factors. Such changes will require you to redefine the job description of particular roles to attract top talent.
So, you should avoid hiring reactively by making your talent strategy proactive. You can achieve that by engaging your hiring team as you seek to adopt an agile talent acquisition approach. Maintaining a full talent pool at all times is advisable in this case. Monitoring and adjusting your talent pipeline to promote efficiency is also a necessity.
In that case, you may have to consider the recruitment channels that yield a desirable outcome for your entity. The next thing is to segment the channels to attract both entry-level workers and senior management talent.
The same way you cannot create a marketing campaign without data is the same way you should never recruit without accurate information. The reason is that convincing potential employees to join your firm is just as crucial as incentivizing individuals to buy your products/services. You can use data to strengthen your talent acquisition strategy.
For example, data can help you identify the source of your top talent. Using that information, you can focus your talent acquisition efforts on specific professional networking sites or academic programs. Also, your marketing department should consider partnering with your HR team to refine emails, job descriptions, career pages, among other things.
Data will help you identify questions that may prevent applicants from filling out job applications. Once you identify such details, you should eliminate them. You may also discover that adding images or videos to highlight company culture may encourage more potential candidates to fill out job forms. Leveraging data and analytics will help you trace the talent acquisition strategy that will deliver desirable results.
The success of your talent acquisition strategy partly depends on answering the question, “Why your entity over all others?” That implies that you need to develop an attractive employer brand if you want to attract top talent. Reframing your branding to align with the best aspects of your entity’s culture and values is paramount in this case.
Successful talent acquisition is more than just mentioning health benefits and compensation. You need to make the right impression from the onset. That may call for outlining your flexible remote working policy, your firm’s emphasis on growth opportunities as well as other work-life balance perks.
You should also consider broadcasting the unique attributes of your firm on such review sites like Glassdoor and the “About Us” page on your website too. The reason is that most potential employees will research your company before applying for available job opportunities. If you need more information on talent acquisition strategies, contact us today!