8 Key Steps to Building Your Talent Acquisition Strategy

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High turnover rates and poor employee performance both start with a weak talent acquisition process and can have an overwhelming effect on the company as a whole. Talent acquisition is a complicated but important process that goes beyond merely recruiting. It does not just look at open positions but it takes a look at the talent pool available assessing each individual for how they can help the company as a whole both now and in the future.

Whether you are an employer, a hiring manager or a recruiter, please read this article and take into consideration what aspects of your talent acquisition strategy needs reinventing. You do not want to delay and should implement these techniques as soon as possible in order to keep a competitive edge.

The recruiting landscape is constantly changing with developments in the economy, the candidates and the technology available. In order to remain competitive, it is important to always reevaluate and perhaps change your talent acquisition strategy.

Given the highly technical world we now live in, it is extremely important to develop tools that can help you grow and expand technologically so that you can attract and retain the best talent.  And it’s a myth that you need big funds to do that, even small companies with low budgets can achieve this through proper utilisation of resources that are generally free.

Listed below are 8 techniques that will not only help you fill current positions but will also help you acquire and develop candidates for positions in the future.

Eight Techniques to Build an Effective Talent Acquisition Strategy

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1. Understand Goals:

Take the time to familiarise yourself with the overall mission and goals of the company. You need to understand what the company is looking for both short term and long term. Find out if there is going to be development within the company. It is advantageous to use this information when deciding on the skills, knowledge, and abilities that would be beneficial to the company long term.

Remember, your goal is to acquire employees that can be shifted within the company and promoted appropriately so that exceptional employees can be on a long-term, challenging career path with your company.

2. Employer Branding:

Create a brand that is representative of your company. Do not be afraid to utilise social media or online job boards to expose your company and its overall mission. The more visible your company is, the better developed and sizeable your options for candidates will be when seeking employees.

By utilising the newest and greatest technology both internally and externally you are able to convince the candidates that you are progressive and not stuck in the past.

Work with your Marketing & PR departments to ensure that your employer brand aligns with the corporate brand. To attract top-notch candidates you must have a consciously developed, reputed brand whose candidates are eager to work for it. Being able to pick the best will leave you able to accomplish the short-term and long-term hiring goals of your company.

3. Make Your Company Appealable:

You are never going to secure superior candidates if  you do not remain competitive. Show your culture, Offer benefits, Promote your advantages. This way you are not only attracting better candidates but you are also showing that you care about your employees and are willing to invest in them.

4. Utilise Current Employee Referrals: 

What better way to obtain applicants who will easily fit with the culture of the company? By successfully utilising referrals, you are saving time and getting inside knowledge about the candidate. If you are already hiring quality employees, then this method will likely lead to more.

5. Leverage Skill Assessments:

Use Pre-employment skill testing to base your decisions on hard facts, instead of depending on a resume that may bring biases. You will get to know the skill level of the candidate and whether the candidate’s skills match the candidate’s resume.

6. Determine Culture Fit:

It is advisable to take a good, hard look at each candidate to ensure that they are not only highly qualified but that they are a good fit for the company. Take into consideration the applicant’s personality and overall compatibility with the company.

7. Re-align with Mission and Goals of the Company:

Always understand the mission and goals of the company. Remember, dynamics within the company can shift as it succeeds, grows and evolves. The priorities of the company along with the results sought can change so it is important to remain up to date on this aspect. Do not get complacent in this step.

8. Retention:

Talent acquisition is also about keeping your successful employees happy and motivated long-term. Invest in their growth, try looking beyond their current roles and provide the right stimulation and challenges. There are various programs and perks that can be offered to keep your team inspired.

Conclusion: Your job is to strategize about a company’s future &  you must understand that the value placed on good employees is immeasurable.

By taking a little extra time on the front end by carefully following these seven Talent Acquisition  techniques, you are creating a more productive, well-balanced and desirable environment for all involved. You need to act fast and smart, do not ever underestimate its importance and always look to the future. The long term benefits are definitely the short term work that is required.

Rachana Mishra

Growth Officer, Recruitment Evangelist LinkedIn