Your talent acquisition strategy will serve as a long-term approach for identifying and assessing qualified people for your company.
As a business owner, you understand how critical it is to hire the proper people. Finding personnel with the abilities and beliefs that align with your brand, on the other hand, might be a rigorous process. This is where talent acquisition comes in.
The process of discovering and selecting the proper personnel to suit organizational needs is known as talent acquisition. Here’s everything you need to know about talent acquisition, including how to create a successful plan for attracting the top candidates for your company.
Talent acquisition versus recruitment
Despite what people’s opinion may be, talent acquisition is not the same as talent recruiting. According to Jobvite, talent acquisition is a long-term HR strategy, whereas recruiting is used to fill open positions as needed. Recruitment, which is a subset of talent acquisition, focuses on short-term and frequently urgent staffing needs, whereas talent acquisition works with long-term staffing goals to locate the best people with specified talents.
How to develop an effective talent acquisition strategy
Careful planning, like every other aspect of strategy creation, is critical to success. Here are some suggestions for putting together a talent acquisition strategy:
1. Identify important roles to fill
Many firms fail to provide enough information about the precise duties that a position requires in their job descriptions. Describe the position in terms other than the job title, as job titles differ greatly from one firm to the next. List the job duties that will be needed of each position, as well as the objectives that your new recruits must meet.
2. Build a brand that attracts talent
Collaborate with your marketing team to promote your company’s culture and create a brand that people want to be a part of. With minimum recruitment effort, a strong brand may attract fresh quality employees in a seamless manner. On your website and social media, share behind-the-scenes footage from a business charity outing or holiday work party. If your firm provides exceptional benefits, such as unlimited vacation time, have an employee write a blog post about a trip they were able to take as a result of your policy.
3. Do your research on potential candidates
Whether you actively seek out possible applicants or publish a job listing and allow prospects find you, doing background checks on candidates is critical. Unfortunately, a large proportion of candidates falsify information on their resumes. Make sure that resumes and LinkedIn profiles are in sync, and follow up with every reference provided on their résumé. Take careful notes and ask each reference specific questions about the candidate’s résumé.
Finally, to further limit down your candidate pool, update your pre-employment screening rules to incorporate background checks and/or drug testing.
4. Keep track of candidates
Hiring managers must go through a large quantity of data while using online applications. For some businesses, keeping everything organized in an Excel spreadsheet works, but investing in applicant tracking software (ATS) may help you swiftly identify, track, and recruit the finest personnel. This program keeps track of all of your candidates’ information in one single database, including how far along they are in the recruiting process.
During an interview, ATS can also assist you in organizing your notes regarding particular prospects. You can advance promising applicants to the next round, while no-call/no-show individuals might be barred from future interviews with your firm.
Bottom Line
While we’ve provided a starting point for your approach, bear in mind that your strategy may need to be altered as your hiring requirements change and your company grows. Talent acquisition is a continual activity that needs constant attention and time. You can help recruit and keep outstanding talent by investing the resources it need to succeed.
SW HR Consulting has been helping companies to build their teams and values for over 10 years. Contact us to find out more about our unique hr outsourcing services and see how our expertise can benefit you.
