The company’s talent acquisition strategy is vital to the success of the business. An effective talent acquisition strategy is a growth enabler as it allows an organisation to expand at its own pace by providing a consistent pipeline of readily available talent.
Using such a strategy also benefits recruiters themselves. It allows them to have more time in hands, which is extremely valuable for hiring teams. It gives them the possibility to do better planning of recruiting activities, finding ways to leverage recruitment tools to attract candidates and focus on engaging the most relevant candidates.
Talent acquisition must be approached strategically by companies so that the extended success of the people they choose to fill their available positions can be ensured. Actually, without a planned approach to recruiting, most companies end up hiring at short notice with limited resources, which leads to a poor hire making.
The key to a successful talent acquisition strategy is using data to understand how we can meet our business goals. Talent acquisition data can be used to figure out where a company’s top talent is coming from, and use that information to focus talent acquisition efforts on the most successful sources. This way companies can design and implement an innovative talent acquisition strategy to secure the right talent.
How to Build a Successful Talent Acquisition Strategy
A talent acquisition strategy needs to be tailored according to each company’s requirements and business goals. However, there’s a set of steps that are generic and can be adapted by any organisation to create a winning talent acquisition strategy.
__1. Leverage Talent Acquisition Data __
Understanding your business is of the utmost importance to establish the right long-term hiring goals. Using data will allow recruiters to assess the average monthly or yearly hiring load, past turnover rates, and to determine periods of high and low demand.
Furthermore, the talent acquisition data recruiters have access to can be leveraged to better assess and identify issues associated with high turnover rates and find potential ways of eliminating those issues. Overall, recruiters can use a variety of recruiting metrics to analyse their recruitment performance and make data-driven, and more effective, hiring decisions.
2. Foster Collaboration
To build the most effective talent acquisition strategy recruiters need to collaborate, not only within the HR department but also with other departments. Collaborating allows people to share skills, expertise and creativity which often results in the most innovative ideas that can profoundly change and improve processes.
When it comes to recruiting, the HR department can, for instance, benefit from the insights that the marketing department can offer regarding how to attract potential candidates with digital marketing techniques such as inbound recruiting.
Collaboration can go even further. Your current employees can be a great source of information as well. They can provide valuable insights regarding the company’s work culture, about what drew them to the company, what would attract them about a new role, and where they would go to find it. Taking into consideration new, fresh perspectives and insights will definitely help you build a stronger strategy.
3. Use the Right Technology
Using HR tech is no longer optional. Recruiters need the assistance of talent acquisition software that automates repetitive and time-consuming tasks allowing them to be more productive. By saving them the ton of time they usually waste with low-value manual work, recruiting software allows recruiters to focus on and engage with the most qualified candidates, which is crucial to secure the best talent for their companies.
Moreover, the right talent acquisition software can help recruiters screening candidates or assessing soft skills faster and more efficiently, removing human bias from the recruiting process. In fact, AI is quickly becoming essential for finding and hiring the right candidates. So, using AI-based recruitment software is key for a successful talent acquisition strategy.
4. Improve Your Employer Branding
For a talent acquisition strategy to be successful, it needs to be backed up by a strong employer brand. According to LinkedIn, 80% of talent leaders agree that employer brand has a significant impact on their ability to hire great talent. Usually, the most skilled candidates receive more than one job offer. To decide which one to accept, they compare companies to see which has the best culture and is overall more appealing. Hence, creating an outstanding employer brand is key to attract top talent and achieve long-term success.
5. Master Candidate Engagement
The best talent stays on the market for only 10 days. Hence, keeping candidates engaged throughout the recruitment process is crucial to secure top talent. Companies need to move quickly once they’ve identified the most qualified candidates. To be efficient in the way recruiters engage top candidates, they need to have a clear overview of the recruiting process and its main touchpoints.
From application confirmation emails to application status updates and rejection emails, the recruiting process must provide a pleasant experience to each and every candidate. The way you treat candidates during the recruitment process will ultimately influence their decision to whether to accept or reject an offer and will forever define the way they perceive your company.
Skeeled offers you the perfect opportunity to bring innovation and digitalisation to your hiring. Check our website or our LinkedIn, Twitter and Facebook pages for further information.
Thanks for reading and see you next time!
Your team here at skeeled