6 Strategies for More Effective Talent Acquisition
No matter how drastically technology changes the methods used to recruit employees, the one constant when it comes to talent acquisition is the need employers have to hire the best people. However, what “the best” actually means has become more complicated. Employers are no longer just looking at a list of skills to match an individual to a job; but, instead, are placing much more importance on whether a candidate’s visions and values are in line with the company and its culture.
Here are six areas you can focus on to help you more effectively source the best talent for both the job itself and the organization.
- Build a Better Brand – In addition to having an inviting careers website that touts your organization’s many wonderful qualities (which is an absolute necessity), is sure to carry that messaging throughout all your marketing materials and social media interactions. Use video testimonials from current employees talking about why it’s great to work there and include specific examples that showcase the company’s values and visions. Reevaluate your messaging and marketing content to be certain everything reflects the story you want to tell and the impression you want to give.
- Reassess Job Descriptions – Treat your job descriptions as ads and give them great headlines. Rather than the job title is the first thing people read, think about some ways you can draw people in. A dull, uninspired job description equates to a dull, uninspired job. Convey your company culture and use an inviting voice that sells people on why it’s a great place to work. Try using video and great graphics. And don’t go overboard on the details. Put your top few serious requirements that you’re unwilling to compromise on in the description, but don’t list unnecessary restrictions that could alienate good people.
- Improve Candidate Communications and Build Stronger Talent Networks – Your goal with a talent network is to develop strong relationships with potential candidates well in advance of when you actually need them. To do this, focus on nurturing these relationships just as you would any other friendship or acquaintance: Stay in touch through social media, reach out often, show that you’re interested in things that matter to them and be available when they need you. Fortunately, there are many electronic options available to make this easy, while also storing all the candidate information you amass so you’ll have many people to reach out to when new positions open up.
Also, remember that technology isn’t the only way to go. You can add to your talent network through some good old-fashioned hospitality by holding local events like a cocktail party or an onsite meet and greet to get to know local talent and introduce them to your company.
- Make the Most of Employee Referrals – Employers repeatedly find that employee referrals are one of their best sources of talent. As the importance of recruiting individuals who fit with your organization’s visions and values increases, your employees become even better indicators of who would be a good fit. Your whole workforce (or at least your best employees) can become recruiters for you. So, make it worth their while. Raise the monetary incentive you provide your employees for referrals, as well as adding some creative ways—based on your employees’ values—to show recognition.
- Hire More Part-Time/Flex-schedule Employees – Part-time and flexible-schedule jobs are positive for both employers and employees. As companies feel more pressure to increase employee satisfaction, offering alternative scheduling is a great way to accomplish this and, thus, retain top employees. In this post from FlexJobs, they point out that implementing flexible schedules can increase productivity, decrease absenteeism, save money, and build trust, just to name a few of the benefits companies can reap.
- Focus on Predictive Analytics – It’s important to get comfortable with analyzing all that data that’s bombarding you. Since it can be overwhelming, at the very least you want to be certain you are measuring the effectiveness of your various recruiting campaigns—and making changes when necessary. Which messages resonate with which demographics? What is the response rate for your job postings? When is the right time to contact top talent? Are you doing better with some industries than others? In certain locations? What is your cost per placement? How is the quality of your candidates? What is your time-to-fill? There are so many metrics available that you should be able to pick those you consider most important and integrate the software and/or a vendor to help you track and make sense of what you’re seeing.