How do you develop a talent acquisition strategy?
So, how exactly can you go about creating your talent acquisition strategy? Your first step is to outline your job interview process and factors of talent acquisition.
Decide how and where you’ll post jobs, the ways you need to screen candidates, the cadence of phone and in-person interviews, and how you’ll use assessments in your hiring process.
Utilizing strategic talent advisors is a smart idea to ensure candidates are being accurately measured and understood. A consultant or coach well versed in the science of the assessments being used in the process will bring the illumination you need.
Recruiters are another smart decision, especially if the position you’re seeking to fill requires a specialized skill set. No matter the state of the job market at large, talented candidates will always be pursued by head hunters and rival recruiters. Build your own team to keep a competitive edge!
How to attract and retain the best talent to work for you?
Finding the best talent is one thing; keeping their attention is another. What makes your organization stand out from the competition? Why should an exceptional candidate invest their skills, time, and talent in your team?
Give them a good reason to do so! We can’t overstate the importance of developing an inviting and inclusive company culture as we discussed in Chapter 4. While offering a competitive salary and job perks to entice candidates is a smart idea, your strategy can’t end there. People want to work for a company that they can believe in, and they want to be invested in as individuals.
The goods news is that you can achieve both of these ideals through the use of assessments in your talent acquisition strategy and the day-to-day development of your team. Assessments are invaluable in the hiring process, but they are just as effective when creating employee development processes. By helping your candidates and team members understand themselves and the people around them better, you will create an environment that maximizes the success of each individual. That kind of environment is a magnet for finding top talent.
What are the most common problems recruiters face?
Recruiters don’t have an easy job, but their success is crucial for their organization’s overall advancement. Here are four of the most common problems in talent acquisition strategies, and our recruitment advice for employers.
Good Interview, Bad Fit
One of the biggest problems with an interview process is that it requires a very specific set of skills. Traditional interviews favor charismatic people, great speakers, and people who can effectively sell their skill set.
While those people skills come in handy while communicating in the workplace, it’s possible for a less than ideal candidate to charm their way into a position without the necessary skills to back it up. “Sometimes a candidate might appear great on the resume and in the interview, but turns out to be quite different once hired,” we’ve shared. “…The less that’s left to chance, the better.”
The Solution: Conduct Multiple Interviews With Different People
Candidates should be quizzed by a range of positions and personalities as part of an organization’s talent acquisition strategy. For example, a candidate could do a phone interview with the hiring manager as the first point of contact and then could have another call with their potential direct report. After that, a final, in-person interview with key members of their team can give you a chance to see how they’ll interact with their coworkers, especially under the pressure of a job interview.
Can’t Fairly Test Candidates the Same Way
Self-aware people know that they have a set of internal biases, no matter how hard they try to be neutral. It’s simply human nature, and hiring managers are no exception to this. People also tend to like those who are similar to them. This is how you get an office full of people with the same personality, which creates a vacuum of diverse thought.
You need an established process to test the behavior, skills, and communication style of every candidate, every time, in the same way. This allows you to reduce bias, get the same information in a consistent and easy-to-understand way.
The Solution: Utilize Assessment Results, Every Time
The beauty of using assessments as a key part of your hiring process is that they will give you measurements of the intangible and the language to share that understanding. The insights assessments reveal will help you spot both bad hires and diamonds in the rough you might not have noticed.
In Demand Candidates Have Several Offers at Once
Even in difficult job markets, the best candidates are going to be in high demand. Finding someone with both hard skills and soft skills who has the necessary experience to succeed in your open role isn’t easy. This is especially true in leadership recruitment.
The Solution: Focus on Creating an Excellent Company Culture
If your reputation is able to precede you when it comes to employee engagement, development, benefits, and company values, the top talent will seek you out. When you have a rich, established company culture, you become a destination, not just a pitstop.
Hard to Fill Roles
All of these problems only intensify when trying to fill a special skills position. If you’re looking for an individual with a unique set of skills, you’re going to have to look hard while your competitors do the same. In the meantime, that position goes unfilled for weeks or months.
The Solution: Work With a Recruiter
It’s crucial for businesses to know exactly when to bring in a professional to help them fill the gaps in skill and knowledge on their existing team. Searching for an ideal, unique candidate takes a lot of effort and time that your HR department and hiring manager might just not have. Outsource the search and enjoy the results.
What is the future of recruitment?
As the world of work continues to change, so will the employee acquisition process. Here are some of the changes to expect moving forward.
Soft Skills & Creativity Will Be More Important Than Ever
As automation rises, the work that remains for humans to do will revolve around creative solutions and interacting with others. Skills like developed emotional intelligence and excellent communication skills will be how candidates separate themselves in the interview process.
Recruiting Teams Will Get Less Traditional
Recruiters have to wear a lot of hats to run an effective employee acquisition process. In the future, those roles will actually be covered by multiple people: analytics, tech specialists, and even behavioral consultants and coaches.
Technology Will Lead the Way
Talent acquisition marketing will rise, as recruitment through social media becomes more and more normal. Recruiting software and the use of tools like assessments will continue to help organizations make smart, data-based decisions for building their teams.
Your organization can come out on top when it comes to finding the best talent. Prepare now with an established talent acquisition strategy that includes recruiters, assessments, and a big picture perspective.