Finding and getting new talent is a challenging process under the best of circumstances. It’s even more difficult when the team responsible for recruiting talent is not operating at peak performance. Worse, your company cannot afford to have positions remain unfilled. How is this situation remedied?

Some of the key aspects of improving talent acquisition include maximizing the efficiency of hiring and avoiding bad hires. If you don’t have to go out into the general labor pool to get new employees, avoid doing so. Employee turnover costs companies money, so the better your team is at matching potential hires to company positions, the less likely it is that your hires will leave and the more money you can save.

Workforce Planning

Workforce planning is a simple and practical concept. Your talent acquisition team must have a good understanding of the kinds of employees the company already has. Is the current company labor pool a good match for the company’s mission and goals? If not, start changing the way you work to get talent.

Take a look at your business and consider whether the market and the business environment have moved on, while your company has not. If this is the case, you need to look for hires that match the new conditions and not those that match your current employees. Hire for future needs, not only past or current needs. Doing this might mean that your talent team must change its approach fundamentally.

Company Branding and Career Page

You must define your company branding by understand the needs and wants of your customers and prospects then integrate your brand strategies throughout your company at every point of public contact to include your Company career page. The career page should present the company as attractively as possible to job seekers.

Unfortunately, many companies’ career pages are disorganized, poorly presented, uninteresting, and out of date. At the very least, recruiting involves presenting the company to a potential employee as a desirable, long-term employer. It should be clear to a job seeker what the company expects of someone who fills the position and what the employee would gain from it. Above all else, make the career page easy to navigate.  Make your initial screening questions limited but relevant the job.

Internal Sourcing – Do You Already Have Who You Need?

You don’t have to look outside the company to find the right talent; you may already have it. Some employees may be a good fit for a position that is vacant or is becoming vacant. If the position is a promotion for the employee or it presents some other advantage, that person can be groomed for it. Do not wait for a vacancy before searching for talent.

We understand that effective talent acquisition is essential to help your business survive and thrive. For any information about recruiting, contact us today.