Talent Acquisition and Recruitment – same, right? Well, not exactly.
And for companies with a keen eye for talent (as virtually all organizations do), it’s important to distinguish between the two.
Talent acquisition processes and hiring work well together. But putting together a talent acquisition strategy requires long-term strategic thinking.
Every talent acquisition strategy is unique. However, top recruiting programs and recruiting programs in high-growth companies have something in common. For example, their TA team:
- Attract top talent through social media, employee referrals and job boards
- Connect candidate search quotas and hiring goals to business goals
- Prioritize the best candidate experience (CX) for the candidates you interview
- Find ways to streamline and automate key hiring processes
- Put Diversity, Equity, and Inclusion (DEI) at the forefront of the hiring process
- Use analytics to assess attitudes and identify strengths and weaknesses
Do you know- With more than 50% of businesses moving online, working from home became a significant trend in talent acquisition processes and recruitment in 2021, and it appears to be continuing until 2023.
Learn more about talent acquisition and available strategies. With a little help, you can build a successful talent acquisition strategy and take your hiring to the next level. Parallely, learn more about what’s trending in talent acquisition in 2023.
7 talent acquisition strategies to consider in 2023
1. Optimize your career site
Your career page is the first place potential candidates interact with your company. With high employment levels projected to continue in 2023, optimizing your job openings site is important to make it easy for candidates to find, engage, and use.
The website should be clear and allow candidates to create profiles, search for jobs, and apply quickly and easily. Candidates who may apply for multiple positions and cannot perform these tasks immediately will look elsewhere. A career website or recruitment marketing software can make things easier for you. (Some recruitment marketing software includes a job page feature.)
Job pages should use search engine optimization to maximize the likelihood that search engines will direct users to your site. It is also attractive and representative of company culture is set up for use inside and outside the organization and is structured to place polls throughout the site for candidates to provide feedback on their experience. Using chatbots to provide candidates with real-time answers and information also adds real value to career sites.
Content such as videos and infographics make your site more attractive to qualified candidates. A video of what it’s like to work at your company can appeal to candidates who care about the work environment. Employee interviews can also tell candidates a lot about the culture and people they will work with if their application is successful.
It’s important to ensure that your career site, job search, and application process are mobile-friendly. The changing workforce demographic means that for many, their smartphone is their computer and may be the only way to access career sites and apply for jobs. The core site features and content should work well on mobile and be optimized for the platform to provide the same experience as his web browser on the desktop. Don’t forget to update your career page regularly. That way, job seekers can see new content, not just the same old pages.
2. Implement an applicant tracking system
Along with a career site and talent marketing software, you need an applicant tracking system (ATS). Throughout the hiring process. ATS does more than just track candidates and applicants. It is also important to manage candidates, job posting, applications, and job postings end-to-end and create a searchable database of candidates, resumes, and job descriptions. ATS also helps recruiters schedule interviews, send automated emails and alerts to both recruiters and candidates, and helps recruiters and hiring managers stay up-to-date on the status of each hiring process. Helpful.
ATS is an excellent tool for managing the entire recruitment process. As candidates land on ATS talent pool and applicant pools (from career pages, external job postings, and social media channels), they can be viewed, identified, compared, and matched to job postings.
Even if she already has an ATS, she may want to ensure it’s the best system available. Her excellent ATS allows you to post your job postings on external job boards and social media sites like LinkedIn and Twitter, improving your reach and appealing to a wider range of candidates. ATS can reuse content from other jobs like Company Profile, Employee Benefits, or Skills – to streamline the creation of job listings of top candidates before being published by ATS.
Some ATS have built-in AI capabilities that significantly improve the hiring process. Using an ATS is a great way to manage the hiring process and allows candidates to get an impressive experience, so they get a great first impression of companies they might work for soon. A professionally managed process with regular communication that sets expectations and the next steps lures candidates into accepting offers. This can make a big difference when hiring better talent than your competitors.
3. Identify the best talent sources
To optimize candidate searches, it’s essential to know where the best candidates are coming from. The Source of Hiring (SoH) of candidates who become high-performing, high-value employees should be tracked and reviewed regularly. SoH lets you know where your candidates and current employees are coming from. For example, job boards, social media posts, employee endorsements, and more. This metric can be tracked for different types of candidates. Unsuccessful Candidates, Successfully Recruited Reluctant Candidates, and Candidates in Various Regions and Job Categories.
BarRaiser interviews gives you a good idea of where to focus your talent acquisition resources and attention. BarRaiser helps you understand why these sources work so well and how sources with low sourcing rates can improve their approach. You can also remove some of the underperforming sources from future posts and look for new sources to add.
BarRaiser Interview Intelligence, along with applicant tracking system (ATS) can provide deep analytics. Some basic analytics are also available from job sites. Job marketing platforms provide analytics that shows which job sites have provided candidates.
4. Expanding remote recruitment capabilities
Remote work became a necessity for many companies in the early days of the pandemic, but hiring remotely is still important.
A fully digital hiring process is essential for remote hiring. You should be able to post job postings online, conduct interviews via video conferencing software, and send, receive, and sign documents digitally. A career site, an application marketing application and an ATS that allows you to post and track jobs (all mobile-friendly) form the backbone of the digital recruitment process. Combined with video interviewing software with interview scheduling and analytics features, you get a full stack for recruiting candidates remotely and automating many parts of the process and metrics. Track sourcing and hiring to continually improve your hiring process.
Post-pandemic, interviews via video conferencing software have become the norm. There are a few things to keep in mind when conducting video interviews. There are numerous video conferencing apps but you are better off with something that focuses on interviews like BarRaiser Interview Intelligence. This shows the candidates you mean business and improves the credibility of your video calls.
Applicants should be shown some empathy for having to be interviewed in this way. Their circumstances may mean they cannot be in their most serene or professional place, but this is no longer an issue as the pandemic has subsided. In some cases, candidates may be uncomfortable due to the environment or noise. Doing everything you can to make them comfortable will ensure a better interview.
Smoothly and effectively onboarding new employees is an important step that should begin immediately after a candidate accepts an offer.
5. Use artificial intelligence and machine learning
AI, especially machine learning (ML), is a hot area of recruitment and talent acquisition technology. AI and ML are being used to improve and automate various recruitment processes, including
- Screening and classifying many applicants.
- Reviewing resumes
- Connecting job listings with prospects.
- Checking for inappropriate or biased wording in offer letters, job descriptions, and other communications.
- Analytics, measurements, and trends on the hiring process, chatbots.
Many of these tasks, especially reviewing and categorizing applicant profiles and resumes, are time-consuming and tedious using traditional methods but can be done automatically in a fraction of the time using AI-powered software. I can do it. Some ATS platforms have these AI capabilities, but in some cases, other specialized recruitment software or add-ons may be required. When researching an ATS, check if these types of features are available, and if not, check if your ATS provider has a partner who offers them. Also, invest in AI-enabled interview tool which
6. Employment based on merit
Skills-based hiring is becoming popular again, mainly due to AI-based technology improving the accuracy of skill identification and matching. Many employers have moved away from degrees to measure a candidate’s skills and instead use competency-based methods. Begin considering employer branding.
Using skills to determine the job requirements of a position helps identify suitable candidates who have the necessary skills to do the job well but who may be put off due to unmet educational requirements. Soft skills such as communication, problem-solving, and critical thinking are essential for many roles and aren’t easily demonstrated with a degree.
A competency-based hiring process can improve candidate search, screening, and matching. This technique has been used in some talent management processes, especially succession planning and career development planning, for quite some time. However, you should ensure that the candidate profile section is set up to allow candidates to select demonstrable skills that fit your role. You can use behavioral and situational questions through surveys and interviews to identify soft skills.
7. Seek Candidate Feedback
Despite the best intentions when planning talent acquisition, there are often areas that still need improvement. The best way to get a sense of what they are is to get feedback from candidates about their experiences throughout the process. This feedback may indicate issues that need attention to improve the candidate’s experience.
Conclusion
Your talent strategy needs to Take talent acquisition to the next level with BarRaiser. The best talent is there. And with more job seekers than ever before looking for the next best opportunity, it’s your duty as a business leader to invest in talent acquisition.
References
- https://www.lever.co/blog/best-talent-acquisition-strategies/
- https://blog.hubspot.com/marketing/talent-acquisition
- https://www.betterup.com/blog/talent-acquisition
- https://www.valamis.com/hub/talent-acquisition
People also asked about
What do I need to do in 2023 in terms of talent through multiple lenses?
Compensation, employer branding, talent attraction and retention, automation to let my small team manage everything, etc.
What are the three R’s of hiring talent?
To ensure that its biggest asset, the staff, gets stronger every day, an organization should invest in the three Rs: recruit, reward, and retain. It is important to pay attention to hiring the best candidates, rewarding them appropriately, and keeping the workforce.
Which four global talent strategies are there?
The following four components are necessary for any effective global talent strategy:
- Precise data.
- Emphasize employee experience.
- Legal and tax compliance.
- Integrated technology stack.
