5 Steps to Improve Your Talent Acquisition Strategy

Enlow and Associates

October 20, 2022

Family Business

Talent acquisition and retention are not hard tasks for top-tier organizations that already have thousands of employees. However, they will need to continuously improve their employer brand, career development opportunities, and team spirit to attract the best talent and retain them. This article outlines the steps to take to improve your organization’s talent acquisition strategy.

Job description

A job description is an essential part of the recruitment process. A good one includes the purpose of the position, the duties of the employee, and their qualifications. It is important to follow the legal requirements and must include all relevant information about the vacant position. For example, referencing the age of an applicant might be illegal in some jurisdictions. Moreover, the wording and number of qualifications used in the job description may influence the applicant’s decision to apply or not. For instance, men are more likely to apply for a job if it requires 60% of the qualifications for the job, while women will not apply until they meet 100% of the requirements.

If you have a special skill that makes you stand out, you might consider becoming a Talent Acquisition Specialist. This position involves planning, starting early, and filling specialized positions. It is usually necessary in fields like healthcare and technology, because they require specialized skills. However, if you are applying for a less specialized position, you can try a recruitment strategy that involves a number of steps.

Process

The process of acquiring talent can be a daunting task for any company. According to the Bureau of Labor Statistics, there are 6.7 million jobs available and only 6.4 million workers available. This makes the competition for top talent extremely fierce, which is particularly challenging for small and midsize businesses. In fact, 61 percent of middle-market companies plan to expand their workforce over the next 12 months, but only 22 percent have a formal talent acquisition process in place.

A talent acquisition process involves multiple stakeholders and departments. Some large companies devote a separate team to this purpose, comprised of professionals with diverse backgrounds and areas of expertise. The process is essential for a company to achieve its long-term goals.

Tools

Recruiting has become more complex with a growing skills gap and a more selective workforce. This is why it’s critical to have tools to help talent acquisition professionals succeed. To maximize your recruiting efforts, invest in talent acquisition tools that are integrated with your existing HR system. Some tools can even automate the process of posting job ads to job boards, such as Indeed.com.

AI-powered tools can help your talent acquisition team find candidates who are best suited for the job. One such tool, Talview, uses machine learning and NLP to screen candidates. Its features include video interviewing and remote proctoring. It can also be integrated with your applicant tracking system and learning management system.

Attrition rate

Understanding attrition rates is an important part of a talent management strategy. Organizations can use attrition models to predict attrition rates and plan replacement activities accordingly. Among other things, attrition models help frontline managers allocate resources and train employees to improve staff retention. Attrition analysis can also help identify the factors that drive staff turnover. For instance, an organization can learn about how team roles and culture affect attrition rates.

Attrition can be prevented or reduced if the recruiting process is efficient. This means that the job description should be fine-tuned and detailed interviews should be conducted. It is important to understand what potential employees are looking for before hiring them. In addition, a high attrition rate can be caused by the work environment and a lack of professional development.

Responsibilities

The responsibilities of talent acquisition include the creation and management of recruitment strategies, collating competitive data, and maintaining an efficient pool of candidates. They also must create and implement company-wide recruitment policies, maintain relationships with hiring managers, and perform various recruitment activities, such as cold calling and screening candidates. These positions require the ability to meet tight deadlines and multitask.

The recruitment process can involve using search firms or recruiting agencies to find the best qualified candidates. Once a candidate has been identified, the next step is to check references and screen them. This includes calling past employers and professional references to check on their professional and personal histories. It can also include looking up a candidate’s social media presence and criminal history online.