Real talents don’t usually come knocking at your door; you search for them. For any business to be successful, it must have the right people on the team. To get the right talents to handle your business, you need to have a laid down plan or strategy to get them.
Although talent acquisition and recruitment try to fill empty jobs, they are not the same. The first hires only quality and well-qualified candidates, thus, hiring talent. The latter hires anyone available for the role. Every business should have a planned approach to talent acquisition instead of recruitment. That is especially if they want to achieve long-term goals.
There is currently a shortage of talents, which leaves recruiters with the daunting task of finding the best candidate for a role.
This article will look at what a talent acquisition plan is and how to go about it.
Table of Contents
What Is a Talent Acquisition Strategy?
This is a long-term and well-planned attempt to find top talents, build connections with them, and persuade them to offer their talent and knowledge to your business. Not only that, but it also includes a retention plan for newly acquired talents.
Amidst the increasing turnover rate, keeping top talent is critical to the success of any firm.
Some people want a job, and some people want a new position. For example, some people want to build a career in a particular role while others want it because it’s available. A talent acquisition strategy helps talent recruiters to spot the right candidate. Not just the “qualified,” but the high-quality candidates.
Examples of roles that need a well-planned talent sourcing are
- Those in select markets like medicine, law, and finance. These markets demand special skills and are hence competitive.
- Those in fast-rising companies
- Leadership roles
How to Plan For Talent Acquisition?
Despite the performance of the market or your skill set, your company must be able to recruit and keep the best minds to thrive in the long haul.
Below are some steps for better talent acquisition management solutions.
What Is Your Business Goal?
Before you recruit the new talent, you must set an objective. That includes what you want to achieve in a set period and how you want to achieve it.
You need to set business goals, but you must also clearly define the type of candidate you want to hire. Again, this has to do with how your new candidate fits your unique goals.
This step makes room for any growth plan that the company has. It also helps you recruit the very best candidate for the role and make a plan that aligns future employees with the company’s goals.
Proper Branding
Employer branding is essential to talent recruitment. This is your brand marketing; how you show off your company. This includes talent’s expectations, work culture, and purpose. A strong brand marketing gives the business an edge to get top-level talents.
Nobody wants to work with a poorly looking firm. Hence, only a solid and reputable marketing strategy will drive your talents. The same way brand marketing drives sales and retains customers is how it aids in recruiting the right candidate and retaining them.
Potential candidates will want to know if the existing employees are happy. It only takes good company branding to paint the right picture for the company.
Some of the ways you can carry out employer marketing include:
- Strong and dominating social media presence
- Clearly defined visions and missions statements
- A fast and reliable website and career page
- Good and cordial relationship with existing employees
- Effective customer service.
All these factors will speak for your company in your absence. Hence it will make real talent want to join the winning team.
Employer branding, according to the US labor department, can help reduce staff turnover. In turn, a reduced turnover rate will help you hold on to your talents.
How About Employee Referrals?
Good people will always know more good people. Nobody will want to refer a candidate that doesn’t fit the role and dent their image in the company. In light of this, employee referral will help bring the right candidates for your talent search.
Research shows that employees who got through employee referral stay longer with the company than ones who got through a job board.
Use Current Market Data
Recruiting for better candidates is like marketing to new customers. If you use data for marketing, it will be useful for talent sourcing.
Proper data will help you overcome what prevents quality candidates from applying for a role. It will also guide you to explain the role better to the target candidates.
Make Use of the Right Technology
Recruiters are faced with several repetitive tasks. They have to deal with piles of paperwork, but they also get to speed up the recruitment process and hire the very best talent. Using talent acquisition platforms make talent sourcing and management easier. It also automates unvaried processes and saves time.
The applicant tracking system is an excellent one of such tech. A viable talent management system makes recruiting and retention easy.
All you have to do is just input the needed data into the software, and it scales the process. With this process, you can track applicants, speed up the recruitment process and stand a chance to hire the best candidate.
Update Work Culture and Work Environment
Post-COVID work pattern has changed. While some real talents have mastered the work from home that came with COVID, others want a hybrid work environment. Yet, some still want to work on-site.
Also, the work culture among employees will play a role in the talent search. The same way you’re researching talents is the same way talents are also researching your company. If it does not meet their expectations, they will not accept your offer.
These parts of the hiring plan should know what best fits your ideal candidate.
Effective Assessment
Assessment for a job role should not be treated with levity. It is very strategic to land the right talent. Therefore, a well-planned interview session will allow only relevant questions to be asked. It also narrows the discussion to only beneficial topics to the process.
Final Thoughts
A top-level talent acquisition plan takes time. It may also consume more resources than normal, but it garners tremendous results. First, you have to carefully study the talent gap in your company and the type of candidate you need to fill the position.
Furthermore, there is no right way to choose the right talent for a role. However, you can begin to apply these points, observe the one that yields more results, and then improve on it.
