Think bigger than your career site.
How do you get candidates you want to come to you?
- Reach a broader audience when you are targeting.
- Improve your employee brand awareness and make this an ongoing strategy by using associate testimonial videos, Instagram, student conferences, Glassdoor reviews and creative, engaging job postings.
- Make sure you are upfront about your culture and values.
It takes time, trial and error and you’ll face hurdles but ultimately you can achieve success.
Transforming talent acquisition from startup to a strategic, integrated, predictive TA program.
It takes time, trial and error and you’ll face hurdles but ultimately you can achieve success by:
- Starting with a plan to move forward from a reactive talent acquisition strategy where recruiting is often done by local HR generalists and hiring leaders that don’t receive enough guidance and post positions without planning and with minimal hiring compliance.
- To a standardized talent acquisition process where all hiring activity is covered, TA and business partnerships are put into place and trusted reporting is established.
- To an integrated talent acquisition process where employment and consumer brand marketing are aligned, there is an active pipeline of expert and diverse talent, integrated technologies for sourcing and acquiring talent, and advanced referral and diversity programs.
- To finally an optimized talent acquisition strategy where the strategy is aligned with recruitment efforts, external market developments can be predicted, recruiters act as strategic advisors and agile processes enable speed and agility.
Treat your candidate as your customer. Build long-term relationships with your candidates.
Treat your candidate as your customer. Build long-term relationships with your candidates.
- Remember it’s just as important to attract the casual/passive candidate as the committed candidate.
- Create a candidate experience that will build a strong, diverse candidate pool for the future of the company.
- Make everyone in your organization a brand ambassador and recruiter.
- Evaluate the candidates’ needs, all touchpoints including status updates and the final considerations and expectations. Remember that a candidate that didn’t fulfill a position today could still be a potential employee in the future. Make the entire candidate journey exceptional.
- Use innovative tools, but keep the human touch. Evaluate and encourage a positive Indeed and Glassdoor candidate experience.
- Understand the talent market landscape – sourcing, EVP, research, employer branding, social media and strategy.
- Move from a requisition based approach to a talent community and pipeline.
Continue to embrace technology to enhance your HR efforts.
Continue to embrace technology to enhance your HR efforts.
- It’s a candidate-driven market.
- Explore tools to attract candidates throughout the employee life cycle from attraction, recruitment, on-boarding, development and retention.
- Tools should increase ROI, improve the candidate experience, align with the HR and business strategy and be easy to implement and use.
- Tools should provide data that shows trends and patterns.
- Tools will compliment existing efforts but are often not meant to solve all problems.
Say “yes” to every applicant.
Say “yes” to every applicant. Often applicants that could benefit an organization are not selected for positions and are set aside during the selection process but could still be the right applicant.
- These applicants could have potential for future postings and other positions. It’s better to say “yes” to all and then filter as required vs. saying “no” based on technicalities and formalities.
- Use tools like video interviews and personality testing to prioritize employer-employee compatibility and job suitability rather than an abstract list of skills.
- Viewing the applicant as a person creates a better base for eventual integration with the team and overall fit of the corporate culture of the organization.
