5 Tips to Help You Master the Art of Talent Acquisition
The most successful organizations draw talented people who have extraordinary skills and exceptional attitudes. These talented performers are the foundation of any business. The art of talent acquisition can be challenging, particularly because to attract top people, a company has to market itself as an excellent place to work.
Back Strategic Plans with Creative Talent Acquisition Plans
High costs, economic uncertainty, and competition means that you have to make sure you recruit the right people for business success. With a tightened labor force and fluctuating job market, astute talent acquisition specialists must think smarter to hire the best talent. Follow these five tips to learn the art of talent acquisition:
1.Dispel the perfect candidate myth. Encourage the hiring manager to be flexible with the idea of finding one perfect applicant. A high achiever with the ideal personality may not have the required qualifications on paper but turn out to be a motivated team member within your organization’s culture. Discuss what skill sets, qualities, and characteristics are essential versus preferred, and advise hiring managers to prioritize their wish list. If the candidate is enthusiastic about the job, a problem-solver, or critical thinker, decide how they may be a good fit for the company culture.
2.Partner with and educate the hiring manager. Recruiters need reliable, trusting relationships with hiring managers to understand the unique requirements of their departments and their needs. By strategizing together, you can identify how this hire will help achieve short- and long-term goals and satisfy critical role responsibilities. Working together will provide you with a greater sense of the ideal candidate and role and strengthen your connection for future hiring.
3.Sell the organization. Internal recruiters profit from having an extensive understanding of company culture. Equipped with this knowledge allows for the transfer of soft benefits, including types of personalities that thrive within the organization and career advancement opportunities. The more you can elaborate about the job, the better you can sell it to prospective employees. Encourage hiring managers to market the business, too. During the interview, they can highlight the strengths and achievements of their teams and the business.
4.First impressions are critical. Interviewing is a give and take process. Both candidates and organization representatives should be prepared to make a positive first impression. Give copies of the applicant’s resume and copies of the job description to each interviewer. Be mindful of who interviews the candidate and how seniority level, overall company knowledge, and personality could influence the applicant’s perception of the business.
5.Expedite the process. The best candidates typically have competing offers. If you wait too long to extend an offer, you risk missing out on qualified talent or worse, losing them to a competitor. To minimize this risk, keep applicants engaged throughout the process. This establishes a trusting relationship between you and the candidate and is another way to put your organization in good standing when they decide which offer to accept.
Your business counts on hiring managers to attract top talent. By utilizing these concepts, a hiring manager can master the art of talent acquisition.
Benefits of an Applicant Tracking System
Major corporations may promote professional and developmental opportunities within the organization and even a generous benefits package. Employers can work on leveling the playing field by streamlining hiring efforts with tools such as an applicant tracking system (ATS) that’s appropriately balanced for their business. An ATS comes in all sizes and shapes, including those that are optimized for immediate use.
Talent acquisition as a department and unique function is a comparatively new addition. In many organizations, the act of recruiting is still an obscure role of an HR specialist. However, today many businesses view recruiting as a designation that begins with the hiring manager and the interview committee.
To embrace the art of talent acquisition, start to crystallize the job requirements before you need someone.ï Have the hiring manager write a job description that includes performance criteria and key performance indicators of what process or result the person will be measured against and the tasks they will be expected to perform to manage the process.ï Check those expectations against current internal practices and look outside your industry for better practices to avoid dictating with laziness.ï Seek and define excellence at the beginning of the process.ï
For more advice on the art of talent acquisition, make sure to consult the other articles and tools on Mighty Recruiter to learn more about bettering your business and hiring the top performers.