A lot has been changing since technology has seeped into almost all processes and changed the whole dynamics of how they function. Talent acquisition is no exception. The workforce demographics have changed, the demand for talent has increased, and the knowledge marketplaces have gone highly competitive. These changes have made talent management a highly discussed topic in the conference rooms of many organizations.
One of the major challenges the talent acquisition departments faces is ensuring that the right talent is hired for the right role. In today’s candidate-driven and resource-conscious market, to develop a competitive edge in talent acquisition, recruiting strategies have to be revisited to optimize them to bridge the skills gap. In order to stay at the top of the game, implementing a robust talent acquisition and management strategy is the key. Here are top 5 tips to help win the talent war, boost the recruitment process, manage the current talent and prepare for the future.
- The Recruitment Process on Auto-mode
Manually screening through thousands of resumes is not only time-consuming but also a tedious task. Most of the valuable time is lost, leaving very less time to concentrate on other important aspects of the hiring process. The end result: the whole process becomes slow and the risk of losing a candidate increases. Embracing new and innovative technologies in recruitment through automation of time-consuming tasks can – lower the recruitment costs, filter better quality hires, free up resources – all at a faster pace. The new landscape of talent acquisition has brought in innovations, which are driving the evolution of automation in the recruitment process through the use of recruitment software. With automation, the recruitment process becomes simpler, faster and effective, thus saving a lot of time to carry out other important tasks. The software can screen resumes, perform low-level administrative tasks, recommend candidates on the basis of data, and make bias-free recruiting decisions.
- The Use of Social Media
The largest pool of most talented, top quality applicants are on social media. Therefore, recruiters need to be present where the most potential candidates are. Social media presence is a must and the most effective marketing tool to attract and hire top talent. However, not all social media channels are great for social recruiting. LinkedIn, Facebook and Twitter harbor the potential talent. The key to use social media to its optimal potential is to be consistent and post regular updates.
- The Complete Package Offer
Salary is not the only thing candidates look for while considering a job application. They’ll look at the complete package the company has to offer. The package may include salary, growth opportunities, responsibilities, bonuses, perks, reputation of the company, etc. If the candidate is a right fit, determine what they are looking for in a prospective job position and offer a complete package that meets their requirements, not just the salary.
- The Boomerang Employee Advantage
In a talent starved market, a boomerang employee can be a boon. Hiring an ex-employee has its own set of advantages – the candidate is aware of the company culture and can easily settle in. However, the decision of hiring boomerang employees has to be taken with due diligence. The best way to decide is to treat boomerang employee as a first-time applicant through which an unbiased decision can be made and that will help in deciding whether the boomerang employee is a good fit or not.
- The Power of Employee Referrals
An employee referral programs not only boost the morale of the existing employees, but are an excellent way to reach potential talent. Research says that employee referred candidates make better hires and stay with the company for long.
- The Plan to Retain Employees
Recruiting new talent can be an expensive affair. A lot of HR activities, such as job posting, advertising, screening, interviewing, follow-ups, etc., demand investment of time, manpower and money. Training new employees also adds up to the investment.
The overall recruitment costs can be lowered, if a robust employee retention plan is in place. Usually, employee retention rates are influenced by salary, work environment, growth opportunities, benefits, etc. A great retention plan will offer great promotion opportunities, vertical as well as horizontal while enabling them to apply for them.
Author Bio: Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.