Talent acquisition strategies help the companies to find, hire, and retain the workers they need to maintain and grow their business. Whether it is determining what positions you need to fill or even developing a more effective sourcing strategy, putting the right talent in place is much more crucial for each and every business. How can you easily start, and what are the essential things to keep in mind? So, here are some of the key areas to focus on, making sure that your recruiting strategies are helping much more support about your most critical business objectives.
Collecting Data to Make Talent Decisions
A recruiting leader with a great talent strategy rarely hires someone’s and just even hopes that it will work out. They make the data-driven decision throughout the entire process with a great level of understandings of how and why someone will be a good fit.
The use of the data in the HR recruitment software is growing day by day, but in most of the firms, there is more work to do. Tracking metrics in the applicant tracking system, like the time to hire, is only the beginning of measuring the candidate experience.
Some of the modern recruitment tools are moving to measure long term metrics like retention, performance, and overall fit. Armed with that data, HR to professionals can even predict future success at the company, which is based on the qualities of past high performers.
Take to social media
Social media platform such as the Facebook and Twitter have become extremely popular for hiring managers and recruiting agencies in the recent years, for the simple facts that some of the people engage more on the social media than they do on any other channel, which makes it much easier to find an ideal candidate.
Social media sites such as LinkedIn are a perfect example as they are more dedicated to profiling your skills and career, which makes it an ideal platform for talent acquisition. Users join groups that are much more relevant to their field of expertise, offering you the opportunity to advertise the vacancy directly to a small pool of professionals who know their stuff.
Leverage new technology
If sourcing talent is the goal, then the new technologies are the catalysts for the entire process. Hiring and recruitment managers are most of the time looking at the latest software and training to streamline their recruitment process, and the technology on offer is improving every year. According to the report of Neocase, talent management and recruitment software are the two most popular product categories at the HR Tech 2019 which just goes to show that how large of a demand there is for the talent acquisition software.
With the help of using technology, we can have some of the limitations too; for example, if the software you use is designed for the larger HR professionals and your is relatively small, then you could be wasting money and not getting the most out of your software. Just make sure to do your entire research and read plenty of case studies before committing to a program.
Involve your industry’s influencers in the recruitment process
Most of the industry experts use the application tracking software used to pool better talent. Industry influencers are hugely influential over the industries, hence the name, and even targeting them to assist with your recruitment drive is even likely to bring some of the good results. Just a brand will reach out to a blogger to engage their audience, and a recruiter must even use the blog audiences to find the talent.
This can be as simple as just like asking the blogger to collaborate on a piece off content or even composing a press release to distribute to relevant news networks; there are many possibilities.
Either way, the talent you are searching to recruit is out there somewhere, and they are even more likely to be lurking on a relevant blog or forum than a job network like indeed before.
Employee referrals are also more popular methods of finding a high-quality candidate, which is based on the perfect recommendations of the current employees of the company. By setting up with a good employee referral program, employers and hiring managers, companies can even get a better Return on Investment (ROI) and quality of the professional hires. Referred employed stay much longer with companies.
Inbound Recruitment is a perfect strategy that allows you to be proactively and continually attract all your potential hires so that they select you as per their next set of the employer. The main goal of inbound recruitment hence is to engage, attract, and convert the candidates. It can be a great recruitment platform and tool in case you are looking out for a long-term solution to advance for your recruiting and hiring strategies. With the entire implementation of inbound recruiting in your hiring strategy, you can even build an Employer Brand that will even enhance your pool of high-quality applicants.
Famous organizations have already implemented inbound recruiting as their preferred recruitment strategy. After implementing inbound recruitment, it will take some time to get with the desired results, but in the long run, cost, time, and quality of the recruitment will dramatically improve on a day to day basis.
Sharad Bhardwaj is a content analyst at SoftwareSuggest. He loves to advise and help people. In leisure time he likes to be involved in sports activities and listening to music. You can find him on LinkedIn and Twitter.