Talent acquisition is often considered to be the same thing as recruiting. In fact, it is not just filling an empty spot in the company; it is far more complex than that.
The key to successful talent acquisition is finding the candidate with the right skills to play a certain role that corresponds to the company’s needs. That role may be of high importance for the business, that is why hiring the right candidate is crucial for the company’s success.
What are the issues talent acquisition drags along?
Finding a talented candidate might sound easy when considering how many people are available on the market. However, the truth is far from that because you, as a recruiter, might face struggles with implementing the talent acquisition strategies.
The biggest issues regarding talent acquisition strategies include:
- Finding the right person – sourcing
- Hiring a person with multiple offers
- Background screening
- The generation shift
Sourcing
The first stage of successful talent acquisition is sourcing, where you should identify people who are actively searching for a position similar or same as the one the company offers.
Once you complete this, the next step is collecting their information either via certain organisations they are enlisted in or by reaching out to the candidate directly.
The trouble with sourcing is determining whether the person has the right potential for the specific role. To complete this step successfully, you should be familiar with every aspect of company’s requirements for that role. Use data of specific metrics to improve your decision making process. Recommended metrics you should consider to include:
⦁ Candidate demographics
⦁ Candidate engagements (e.g., social likes, shares, follows)
Background screening
Checking the authenticity of the candidate’s information is an important step of talent acquisition. However, it can present a real challenge when a potential candidate has a questionable work history. Background screening should be done thoroughly during the beginning stages of the talent acquisition strategies to effectively carry out the process.
Hiring a person with multiple offers
Perhaps a major headache strikes when you find the right candidate who is high in demand on the market. That means they have multiple job offers and interview invitations to choose from.
Facing this issue is a sign that you have done a good job finding a quality worker, since multiple companies are interested in them. However, getting the person to accept your offer, implies competing with other recruiters.
The way to make a company’s offer stand out is by making it clear and precise with a well formed call-to-action statement. Directing the worker to the company’s site is the first step towards the interview stage. To improve the worker’s experience on your site, consider optimizing it to make it look more appealing.
Try to make their experience as informal as possible, introducing them to what it is you do and how you do it. The more friendly your invitation seems, the more likely the candidate will feel confident about heading into the interview stage.
The generation shift
With thousands of people retiring each year, the millennials are slowly but surely taking over the market. The problem with that is that the new generation is far different from the one that previously dominated the market.
Millennials nowadays have different approaches to work. They tend to look for what suits their personal needs best and thus are likely to drop out of a position if it doesn’t suit them.
Recruiters then face the issue of having to start from the beginning and find new candidates. To deal with this problem, you should offer millennials flexible working hours because they will appreciate that more than any kind of financial reward. Mentoring them throughout the working experience will also help retention and prevent them from leaving the position.
Conclusion
Talent acquisition is a process that requires great attention to detail and the tendency to make right decisions by understanding given data. It drags along many difficulties that, if not dealt with properly, could lead to making the wrong choice.
MORE: A 6-Step Strategy that Will Simplify Your Recruiting Process
