How to Develop a Talent Acquisition Strategy
Developing a talent acquisition strategy is far easier said than done, especially when you are dealing with the more technical positions that exist within an organization. Simply performing an interview can pose a challenge when it comes to high-tech roles. You may not know what questions to ask in an attempt to gauge a candidate’s suitability and experience for a specific position. And in cases where you are able to obtain a list of suitable questions, the interviewer often finds that they are ill-prepared to effectively evaluate the response because they lack the technical expertise.
If simply interviewing tech talent is this challenging, you can only imagine the intricacies involved in developing an entire talent acquisition strategy. In fact, Hubspot reports that nearly 7 in 10 companies experienced talent shortages in 2021 and a majority struggled to find the right person for the job. This actually underscores the fact that a well-thought-out and defined strategy is critical if you are going to find success in today’s competitive job market. Consider the following tips as you set off on your journey to hire the best and brightest tech talent for your organization.
Understand the Difference Between Recruiting and Talent Acquisition
As you develop your talent acquisition strategy, it is important to keep in mind the difference that exists between talent acquisition and recruiting. Recruiting is more of a short-term, focused approach that is used to find the ideal candidate to fill a specific position. On the other hand, talent acquisition is more of a long-term approach that is used to find talented professionals who can bring value to your organization, regardless of what positions happen to be available at a given point in time. Of course you can certainly embark upon a talent acquisition endeavor with a particular role in mind, but this doesn’t necessarily need to be the case. By appreciating this difference, you’ll be much better positioned as you form your organization’s strategy.
Work With the Experts Within Your Organization to Develop and Refine Job Descriptions
While you may not necessarily be hiring for a specific position in mind as you delve into talent acquisition tasks, it is important that you have an accurate job description for all of the possible positions that you may be hiring for. It is virtually impossible for HR staff to have an innate understanding of all the different duties and obligations associated with a position. This makes it very difficult to find the perfect talent.
This is a scenario where the leadership within each department or division of the company can be extremely helpful since there are few people who are better versed on the tasks and duties associated with each position within an organization. An accurate job description is critical for success with your talent acquisition efforts. Otherwise, you can end up with a mismatch between a new hire and the position in question, leading to prompt departures and generally bad morale as a result of coworkers’ frequent comings and goings.
Define What Makes Your Company Unique and Special
What sets your organization apart from all others? Why should someone choose to work for your business and not one of the dozens of others that are hiring? This is an especially important component of a talent acquisition strategy in today’s hyper-competitive job market where the number of available jobs far outnumbers the pool of job seekers. You want your company to stand out from the crowd as you get into the talent acquisition process and in order to do so, you need to clearly articulate what makes your organization better, unique, and all-around great to work for.
As you work to differentiate your business from the pack, remember to pull in ideas, thoughts, and opinions from individuals working in a wide variety of different roles within the company, from entry-level positions to the C-suite and everyone in between. Take some time to survey your staff. A simple Google survey form will do the trick, especially if you offer a small incentive to those who complete the form. This will provide you with an accurate idea of what they believe makes your company unique.
Develop an Outreach Plan for Your Talent Acquisition Efforts
Knowing where to look for the best and brightest talent is a big part of the equation. If you are looking for strawberries in a field of corn, then you’re going to be sorely disappointed. The same is true when it comes to talent acquisition, so your strategy must take this point into consideration. You need to know where and how to connect with the right talent for your needs.
Consider the many outlets and opportunities for connecting with prospective tech talent and identify the best options for each role. Look at past hiring successes and failures and whenever possible, identify the location or outlet that was used to connect with that individual. Did you encounter a fabulous project manager at a job fair? Was your last rockstar data management specialist hired as a result of a LinkedIn connection? Have you failed time and time again when attempting to staff a position using job boards like Indeed?
This data-driven approach to hiring can be very effective for fleshing out your talent acquisition strategy since you’re basing your future efforts on strategies that have worked in the past and you’re able to avoid paths that failed to pan out previously. By documenting all of this information, you will position your talent acquisition team for success as they set out to find their next winning hire.
Develop a Competitive Benefits Plan, Perks and Work Options
Your talent acquisition strategy must address the “extras” that have come to be more or less expected in today’s super competitive job market. You can expect to struggle if you fail to offer comprehensive benefits plans, or lack perks, bonuses, and sought-after work options such as remote work options and flexible hours.
Talent acquisition staff will need to be well-informed about what offerings your organization is willing to put on the table in an attempt to pull in the best of the best. Take some time to identify what’s currently available by way of offerings and brainstorm what additional perks you can provide. This way, your talent acquisition team can reference the strategy documentation as they prepare to meet with prospective candidates.
And speaking of strategy documentation, take the time to document your talent acquisition strategy. Maintain a collection of all the resources your team needs to attract the right talent, including:
- Up-to-date job descriptions;
- Company policies and handbooks;
- Lists of perks, benefits, and bonuses;
- An employee directory;
- Outlines of objectives for your staffing efforts;
- Notes on successes and failures associated with past talent acquisition efforts;
- Outlets, websites, and events that are best suited for finding talent for specific positions; and
- A list of differentiators, traits, and qualities that make your company unique and wonderful to work for.
Anything related to your talent acquisition efforts can be included in this collection of documents. This allows you to take a consistent and data-driven approach, which is always more likely to bring about success.
Talent acquisition is challenging, plain, and simple. These challenges have been amplified by the current post-COVID job market, which is highly competitive for companies. The job seeker is empowered in the current environment and businesses are left to compete for this limited pool of talent. This is where a team of staffing experts can be very useful. At RiseIT™, we work with the best and brightest tech talent, including specialists in some of today’s most in-demand niches. If you are encountering talent acquisition challenges as you seek out the right tech professionals for your business, reach out to the RiseIT™ team. We look forward to finding the perfect staffing solution for your company’s needs.