Steps to Improve Your Talent Acquisition Process matters. Your organization is only as strong as your talent. Employing the best candidates for your company is critical to success, and it all starts with your talent acquisition process.
Unless you are bringing in high-quality talent from the start, your organization will face the consequences of sub-par hires.
learning the best practices of finding talent from utilizing an applicant tracking system to considering your company’s branding, will keep you on the right path.
Following are 7 steps to improve your talent acquisition process:
1.Consider Your Company’s Branding
To get people interested in your business, and interested in working for you, you have to show them why they should consider your company.
If talent finds your job posting, they will surely do some research into the organization to decide if it’s worth their time to apply.
This is your one opportunity to sell searchers on everything your business has to offer.
Highlight the perks of your company culture on the careers page.
Focus on testimonials or interviews coming from your existing employees, explaining what it is like to work for your organization.
Market your company to applicants just as you would to a customer, and you will attract the talent you desire.
This is not a time to be humble about your business, but to promote what makes you the best.
Talk up your benefits and perks, show strong career paths, and otherwise focus on all of the positives.
With great branding, you can entice the best talent instead of losing their potential to a competitor.
2.Seek Referrals from Your Existing Talent
Nobody knows the benefits of your business and the personalities and skills that will thrive within it better than the people who are already there.
It takes a lot of work to canvass for talent externally, and it’s true that the broad search often pays off.
But if your organization is only focused on external recruitment, you may be missing a key piece of the talent acquisition process.
Your existing staff want to work with people who are a good fit for the company. It only makes sense to ask them for referrals.
Let your employees know who and what you are looking for, and consider incentivizing successful referrals to keep them coming.
This also shows your current hires that you trust their judgment and are invested in company culture staying strong. Internal referrals are a win for everyone involved.
3.Define the Role
To save time for yourself and potential candidates, and to ensure that candidates are well-aligned with your vision, do the work of defining the role.
A job seeker will be looking at your career postings to determine if they are a match for what you’re seeking.
If you are not specific about your ideal talent for targeting, you will potentially be inundated with people who are trying to get a job — any job.
4.Use an Applicant Tracking System
An applicant tracking system streamlines the talent acquisition process.
Instead of worrying about handling candidate information to find the best person for the job, let the applicant tracking system do that work.
With the applicant tracking system centralizing and managing data, recruiters and hiring managers can focus on engaging with potential talent.
Applicant tracking systems not only save administrative time, but also screen out unsuitable candidates early on.
Assessing applicants on facts they provide, applicant tracking systems weed out any potential for bias and ensure that skills, education, and experience fit your needs.
This improves the quality of hiring and can ultimately speed up the recruitment cycle to fill positions faster.
5.Streamline the Application Process for Candidates
As frustrating as it is to go through candidate information manually, it is also frustrating for talent to deal with inefficient systems.
A poorly designed application and acquisition system can turn talent away before they ever land on your radar.
A good applicant tracking system works for the external user, too, making it easy to submit documentation and contact information for quick follow-up.
6.Keep Talent in the Pipeline
An applicant tracking system is great for companies that want to keep track of talent that might be a good fit for another future job.
If a candidate is suited to the organization, but does not make the final cut, let them know you will consider them for future roles.
The applicant tracking system will allow you to take notes and flag potential hires so you are prepared when a job opening comes again.
Take the time to network with potential hires and keep up to date with their goals and skills.
The more you do that, the easier it is to fill a position quickly when the time is right.
7.Personalize Your Communications
Technology like an applicant tracking system can do wonders for the talent acquisition process.
In the early stages of recruiting and determining who will move on, it’s quick and easy to let tech take the lead.
But as you get closer to making decisions, including reaching out for interviews, it is important to use a personalized approach.
Potential employees will be investing a lot in your company if they choose to work with you, devoting their career path to your organization.
Show them that they are making the right choice with outreach done by a human, tailored to that candidate.
After all, personality is an important factor in hiring, and technology cannot predict every aspect of that.
There is a balance between the efficiencies of technology and the need for human outreach to find and retain the best hires.
StaffingSoft’s technology is built for that, from our job posting software to our onboarding system.
To learn more about StaffingSoft and how we can help you transform your talent acquisition process, click on the button bellow and let us know a time that you want us to contact you.
Our sales team will happy to perform a live guided tutorial at your convenience so you can start realizing the benefits immediately.
