10 Quick Tips About Talent Acquisition

Three quarters of HR is concerned that the talent shortage will threaten the future of their businesses according to the latest survey on the skills deficit. The report also found that only 10% of HR leaders believe their talent acquisition strategies are ‘strategic and optimised’.

If you’re new to talent acquisition or simply want to boost the success of your hiring process, here are our ten tips:-

Social media : A consistent social media presence is one of the most cost effective marketing tools and integral to the creation of talent pools. Research which sites are most suited to your sector starting with LinkedIn, Facebook and Twitter. Don’t be distracted by talk of recruiters on Snapchat and Instagram. Start small and build a positive reputation. Respond promptly to enquiries and post regular updates.

Personalise communications : Candidates know their CVs are likely to be processed through applicant tracking software but you can still give the impression of a human touch. Personalise automated responses and communications. Include links in your e-mail signatures to direct qualified applicants to relevant company information, such as your careers site, latest press releases or reviews on Glassdoor.

Create a leadership projection : Succession planning is often overlooked by HR during talent acquisition in its rush to hire qualified applicants.Evaluate the progress of your shortlisted candidates over their career to assess their future leadership potential. Did they peform a number of different roles in one company? What skills were acquired? Did they begin in a junior role and work their way up the company ranks to a leadership or managerial position? Leadership is a major concern for today’s businesses – think long-term talent acquisition, not short-term fix.

Don’t rule out job hoppers : Traditionally, a job hopping career history resulted in the elimination of a candidate from the hiring process but today’s employment market is changing. It’s not unusual for today’s job seekers to have changed jobs frequently – every one or two years on a regular basis - especially during the early stages of their career. Job hoppers will often be ambitious with sought after skills and an extensive network of resources that employers can tap into. Evaluate each candidate on their merits.

Work on your culture : An authentic culture is the key to successful talent acquisition. With a positive culture, qualified candidates will be driven towards your careers site to register their interest in future positions. For companies that get it right, the talent shortage doesn’t exist (as we’ve highlighted before, it is more difficult to get into Harvard than it is to get a job at Google).

Anticipate rejection : Evaluate the reasons why a candidate might reject your job offer. A slow hiring process, poor candidate experience or a counter offer may result in a ‘no’. To add to employers’ frustrations nearly a third of candidates reject offers because they accepted a job with another company. Invest in sophisticated recruitment software to minimise hiring delays and raise relevant concerns at interview. Does this role represent a career advancement for them? Will it change their work/life balance? Have they considered how they would respond to a counter offer? Pre-empting reasons for rejection will help to save time and frustration.

Evaluate ambition : Talent acquisition is a costly business requiring significant investment. You need to know that your preferred candidate is committed to your company and show that you can offer them the progression they need. Evaluate ambition by asking where and what their next job will be – ie, the one that they would convince them to leave your company.

Focus on employee referrals : Successful employee referrals generate an ongoing source of qualified candidates. Research consistently shows they make better hires and stay longer with your company. Extend your referral scheme to include your customers, strategic partners and suppliers to reach as many potential candidates as possible.

Consider hiring boomerang employees : A boomerang employee is someone who previously worked for you and is later rehired. In a talent starved market it is an option but one that should be carefully considered. The upside is that former employees understand your culture and normally gain additional skills with their new employers. Our advice is to proceed with caution and thoroughly assess the reasons they left the first time. If things haven’t changed, it’s likely they’ll do it again.

Review your onboarding process : Once your job offer is accepted the hard work of employee retention and engagement begins. Automate administrative elements of onboarding with modern recruitment software to enable HR to focus on the human element of welcoming your new hire. Involve co-workers in their onboarding experience as soon as possible by allowing them to exchange ideas and begin the integration of your new employee before they start work.

Hire better people, faster and improve your recruitment management process. Invest in recruitment software that allows your business to focus on successful talent acquisition.

Contact Advorto today.  

You might also like to read:-

Background Checks : Do Your Candidates Have Something To Hide?

Hiring Solutions : 6 Ways To Avoid ‘Death By Interview’

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