On the outside, talent recruitment seems a simple enough task. All you need to do is create a job posting, interview a few candidates, and hire the best ones. Of course, experienced recruiters would be the first to disagree with this textbook approach. You can’t reduce talent acquisition to a few easy steps that any sixth-grader could understand. But what you can do is use a strategic approach which ensures that you don’t end up being the stereotypical bull in a china shop.
Build from the ground up. It’s important for you to know exactly what your present workforce requirements are. Your company’s goals can be achieved only with a certain number of employees. And that number keeps changing for larger organizations. The same is the case with a company in its initial growth phase. Simply put, your recruitment strategy needs to be aligned with your organization’s long-term goals.
Be creative in your quest for candidates. It’s essential to find the right talent pool if you want to recruit top-class workers for your organization. And to do that, you must first understand how professional recruiters go about in their attempts to find high-quality workers.
Traditional methods of sourcing need to be combined with 21st-century online methods for the best results. The three traditional ways of sourcing include building partnerships with educational institutes,employee referral programs, and using external recruiters. These techniques need to be tied in with a contemporary approach that includes job portal postings, online advertising, and social media hiring campaigns.
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Customize your screening technique. Forget the phone interviews this year. Instead, interrogate your candidates on a large HD screen, through a simple Skype interview. You’ll be able know much more about a potential candidate by visually gauging his or her reactions in real time.
After the initial call, you can choose to conduct a technical screening test to identify the candidate’s level of skill. Ensure that the technical test is well-framed to extract the best possible results. Once you’ve zeroed in on candidates with the rights skill sets, you then put them through grilling interviews that let you know whether they’re the best fit for your company.
Develop an elaborate interview technique that’s based on organizational competencies but don’t forget to focus on cultural aspects as well — a well-adjusted workforce will always mean improved productivity. And before you make a final decision, always gauge what an employee expects from a specific role and try to see if your company is in a position to meet those expectations.
Bring your new employees up to speed. Onboarding is a crucial step in the hiring process that many managers ignore to their disadvantage. New hires tend to slow down once the initial burst of enthusiasm has run its course and in order to keep them going, you need to quickly build lasting rapports. Initial training programs and mentoring can be excellent productivity drivers when handling raw recruits.
A personal development program can be just as appealing. After all, most people would be glad to work with a company that actually cares about their well-being.
Talent acquisition isn’t just about hiring the best employees, it’s also about making sure that they build great careers within your organization. And a well-tailored strategy should deliver equal importance to all steps in the hiring process, from identification and evaluation to onboarding and retention.
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