Things Talent Acquisition Leaders Need to Do

It’s a great time to discuss what you’ll do to attract and retain top talent in upcoming days. I spend a lot of time speaking with recruiters and am lucky to get an inside view on what is at the top of the list for those who are associated with recruiting.

Prioritize the Candidate Experience

Spend time thinking about the candidate experience and the people going through your process. Whatever you are doing to keep pace with the demands you have, changes in workflow, increases in volume, and technology changes, be sure you take into consideration and see how it will reflect on candidates. Consider the candidate at each step in the process, and you will be rewarded for it.

Leverage Technology

There is a wide range of technology available to make talent acquisition easier and more effective. Now is the time to take a serious look at what’s available and what’s appropriate for your organization. You will be sure to find something that works for you, is cost effective, and is easy to integrate with your other systems. Appropriately automating processes and upping the level of sophistication in your approach can make a big difference — not just to your people’s workflow, but to the candidate experience as well.

No need to take look outside. AppliView is here.

Take the Time to Figure out How You’re Going to Get Things Done

We are all busier than ever before, with more demands on our time and more distractions fighting for our attention. Take time to plan how you are going to get things done. A good strategy will help you prioritize both workflow and time.

Educate Hiring Managers and Don’t Let Them Be the Weak Link

No one ever really takes a job because the company has awesome recruiters. They come to work for the opportunity, the team they’ll work with, and the great managers who will help them achieve their best. If your hiring managers are your weak link, you are going to lose the best talent.

It’s your job to educate hiring managers on why their behaviour in the process is critical to attracting and hiring top talent – and how it can create a disadvantage if they are not keeping pace.

Align Your Employment Brand With Your Corporate Brand

It is increasingly the case that the prospective employee is some version of a consumer or is personally connected to your brand. If you are working in TA at Facebook or Citibank, there are literally millions of people who apply to your jobs. Those applicants are consumers. You need to win them as both consumers and prospective candidates by aligning your consumer and employment brands.

Train and Retrain Your Recruiters

Investing in people is critical. No matter what technology you implement, you still need to have people on the front lines, on the phone, talking to candidates. Recruiting is a sales function, and you need to train recruiters to be great sales people.

Recruiting is also an increasingly complex job, with more data, more reports, and more candidates than ever before, so you need to provide recruiters with information that depends their skill sets. If you don’t, they will atrophy and become disengaged. Be sure to give recruiters the best training they can get.

Connect With On-boarding Process

Take hypothetical scene: recruiters talk to candidates, explain what the job will be like, and sell them on coming to work with the promise of a great job experience. Then, the new hire shows up for their first day and there’s no plan for their first week, they don’t know how to get around in the environment, and they feel that the job they have is not the one they were sold. This kind of disconnect can lead to people leaving and then talking about it! You need to make sure that TA is connected to on-boarding so that what you recruiters are selling is what is new hires actually experience.

Measure the Data and Make Sense of It

There are lot of tools that help you measure and report on metrics. You must pay attention to what you’re measuring, think about what the results mean, learn from them, and make better decisions based on them. Be sure what you’re measuring matters to the business and to making your process better, faster, and more efficient.

Network With Peers

Keep one thing in mind that because something is right for someone else doesn’t mean it will be right for you. Still, you can get great ideas from your TA peers. Reach out on LinkedIn and connect with others in your field. Even those who are your competitors are often willing to share insights on best practices. So ask. Don’t be shy: reach out and take advantage of what your peers are learning, and share with them as well.

Keep Recruiting Fun

You may or may not have a shiny, cool brand, and recruiting will always be a boatload of work. You need to keep the job fun. The best way to do that is to sell your recruiters and TA folks on the power of your company values, then find ways to make it fun for recruiters and hiring managers. Take a look at your brand and see what you can emphasize. Play up your best features and build an energy that makes you irresistible to candidates and employees.

AppliView will be the key contributor in your successful recruitment career.

Just Try it for FREE.