Talent acquisition is very subtle and involves several things at the same time. We have covered the detailed steps that take place while acquiring talent for your organization in the previous article. The article is all about the subtle tips that are often missed out or taken too obviously. If you don’t want to miss these insider tips, carry on with this article. This will certainly improve your talent acquisition process and make it more precise.
What are the best tips for effective talent acquisition?
There are four tips that we personally recommend if you want your organization to identify and hire the most talented individuals in the market. These tips are-
Forecasting
The future is unpredictable, but forecasting gives a certain power to the HR managers to work out what could possibly happen in the coming time. The ability to forecast helps an organization to be prepared for things like the organization’s growth, the number of employees, future and present partnerships, etc.
Forecasting is often done unconsciously, and there are several layers to it. To achieve the most out of forecasting, make sure it takes all the assets and liabilities into consideration at the same time.
Coming up with an effective funnel
A funnel is a pathway that ultimately leads to the desired results, often called the AIDA model. It means any process requires four steps- Attention, Interest, Desire, and Action. The same goes when it comes to acquiring talent.
- Initially, the candidates become aware of the requirements of your organization. This is the attention phase.
- Individuals, who find the role interesting, move on to the next phase. This is the 2nd step- interest. At this point, they check out the requirements, perks, and other things related to the job.
- People, who find the role interesting enough to apply, take the third step- desire. At this point, they develop a liking for the job role as it meets their requirements.
- Lastly, the individuals who find the job interesting apply for the role. This is the final stage on behalf of the applicants. It includes sending their resumes/CVs or filling the application form.
Do you see how deliberate the whole process is? From the attention phase to the action, the process filters out several candidates. After this, everything that’s left is on the part of HR managers (unless the applicant doesn’t appear for the interview).
So, how can you build a funnel that attracts the most eligible candidates out there? Talent sourcing can be done in several ways: social media ads, website ads, recruitment websites, word of mouth, and so on. The best way to attract talented people is by strengthening the organization’s rapport.
Collaboration
Another talent acquisition tip is to work in collaboration with other departments of the organization as well. For example, the outreach, promotion, and HR department can work together to point out the loopholes in the process and find ways to make it better.
Apart from the inter-departmental collaboration, organizations can draw inspiration from their competitors and bigger corporations as well.
Patience
Talent acquisition is a sophisticated process, and it might seem cumbersome at times. The desired results of talent acquisition can’t be achieved without patience, both at the individual and organizational levels.
In the quest of doing smart work don’t miss out on essential steps. Invest in things like social media, sourcing, etc.
Once the organization gets ample talented applicants, it gets better, and desired candidates can join.
Conclusion
Effective talent acquisition can be achieved only if ample attention is given to it. Don’t take it as mere recruitment; it is certainly more than that. Use all the simple yet transcendental tips mentioned here to improve your talent acquisition process. This way, the organization will experience unprecedented growth and hence, meet the expectations in no time.
