How to Build Your Talent Acquisition Strategy to improve your HR Performance?
“With great workforce comes great business”, however cliché this phrase may sound, it doesn’t change the fact that employees are the soul of any corporation or business. Investing in the top talents of the industry not just gives businesses a competitive edge over others but also helps them in gaining credibility of their internal and external stakeholders. Since past many years, there has been a lot of noise in the business industry on how to pull in the brightest candidates for your organization? Here the role of talent acquisition comes into the picture; however, often the latter is overlooked to fulfill any immediate vacant position.
It is very common among businesses to confuse talent acquisition and recruiting. There is a significant difference between the two terminologies. Talent acquisition is a long-term strategy that identifies as well as caters to the business goals. Recruiting, on the other hand, is simply a short term process of filling the open positions on an immediate basis. It won’t be incorrect to say that talent acquisition is a proactive approach while recruitment is a reactive approach.
Irrespective of the size of your business, a right and effective talent acquisition strategy will give you fruitful short-term and long-term benefits. Although the business models may differ from one another, there are certain common denominators that build the base for a robust talent acquisition strategy.
Here are a few crucial elements to develop a strong talent pipeline for your organization:
- Understand the Missions & Goals
To scout for the best talent in the market, it is imperative to do your groundwork beforehand, i.e. understand the current as well as future needs of the company. Utilize the information in identifying and analyzing critical roles that will require a pool of bright, skilled and experienced candidates.
- Develop Employee Value Proposition
Figure out what is special and unique about your organization as this is going to attract the potential talent. Build a winning employee value proposition with a message that syncs with your corporate brand. Take advantage of social media or online job boards to let candidates know about the company, its missions and what it is like to work with them?
- Employees as Brand Ambassadors
Just building an employer brand won’t alone guarantee success in your endeavors; let the employees within the organization live your brand values. It is essential to make everyone in the organization feel connected to the corporate brand and, make them realize how valuable assets they are for turning the brand aspirations into reality. Your employees should be your brand ambassadors and in this way, a talent can know how much importance you give to your workforce!
- Utilize the Power of Social Media to Build Relationships
The best way to connect and engage with the potential talents is through social media. Many candidates perceive it as a genuine and honest platform to know about the various subjects of the company- right from business partners, vision, investments, culture for growth and work environment. Utilize social channels like Facebook, Instagram or YouTube for branding. Twitter for conversations and LinkedIn for sourcing.
- Revamp Your Career Portal
An informative and engaging career page of your website can attract many good candidates. All you need to do is make it easy to find and navigate on the homepage of your website. Your career page should be inviting for candidates to be a part of your organization. Provide content with interview tips and advice for job seekers. And, the icing on the cake would be to add few eye-catchy photos of your power-packed team showcasing the work culture and fun activities!
- Invite Referrals from Current Employees
This is the best way to source good talent without much of head-hunting. Make the best use of referrals to get knowledge about the experience and skill set of the potential candidates. Referral programs with bonus should be floated to the employees from time to time. Your quality employees would definitely bring onboard more quality talents.
- Hire for Culture Fit
Lately, there have been a lot of conversations on hiring for culture vs. competency. It is advisable to never compromise on the culture aspect over competency, as one can be trained to learn new skills and technologies as per the company’s requirements, but changing someone’s attitude can be a daunting task. SoftwareSuggest helps you to find the right recruitment software as per your organization requirement.
Determine if the candidate fits into your company’s culture as it will ultimately lead to engaged employees, productivity, and profitability. Also, employees who can easily mix up in your culture will certainly refer people they are comfortable working with and this in turn, is a win-win situation for you as an employer!
In a nutshell, the success of most businesses revolves around a well-defined and proactive talent acquisition strategy. The key elements discussed above will help your organization to outperform over your competitors and not only attract but also retain the right talent.
Author : Chirantan Patel
Bio : Chirantan Patel is the Product Manager at Softwaresuggest & Callhippo, an Inc. 275 company that researches and analyzes software to educate, advise, and connect buyers and sellers of business technology.