TALENT Acquisition
Strategy
Professional expertise
o Industry-specific expertise
o In-depth knowledge of selecting the right candidate
o Updated knowledge of the market
o Expertise to put people in the right role
Essential Skills
o Thorough understanding of HR tools and process
o Knowledge of recruitment
o In and out knowledge of technology to facilitate smooth functioning
Enhanced skills
o Professional certification in Human Resource
o Industry-specific experience
Talent Acquisition
Talent Acquisition Strategy
Generating lead and sourcing
Recruiting
Assessments
Interviewing and selection
Reference check
Hiring and onboarding
Strategies continued
Talent acquisition is a long-term HR strategy aimed at fulfilling
organizational needs by finding top talent and convincing them to bring
their unique skills to your company.
To succeed long-term, it's critical you attract and retain talented
employees regardless of vacant roles. Talent acquisition can help you
do this, while solving for long-term organizational needs.
Now that you understand what talent acquisition is, let's dive into the
most effective talent acquisition strategies
Align your talent acquisition strategy
with your business goals
.
Consider your business goals for the next one to five years, and use those objectives to tailor
your acquisition strategy to meet those needs. While recruitment tends to focus on filling
vacancies within departments, talent acquisition is more about considering how your company is
going to expand long term and then finding employees who can help take you there.
For instance, are you planning on expanding into Latin America? If so, perhaps your HR
department should focus on attracting candidates with international or regional experience. Or,
maybe you're planning on creating a new product, in which case, your HR efforts should focus on
attracting talented software developers and coders.
Certain roles might not even exist yet, but you'll want to consider what type of talent you'll need
to hit your business's long-term goals. Remember, investing in the right candidates will pay off
for your company, long-term
Use data and marketing to create better acquisition material.
You wouldn't create a marketing campaign without data, so why should you recruit without it?
Talent acquisition should be treated with just as much importance as any of your marketing
campaigns. Convincing people to join your company is just as necessary as incentivizing people to
buy your products.
There are plenty of different opportunities to use data to strengthen your talent acquisition strategy.
For instance, you might use data to figure out where your top talent came from, and use that
information to focus your talent acquisition efforts on certain academic programs or professional
networking sites.
Additionally, your HR team should partner with your marketing department to refine job descriptions,
career pages, emails, and more.
Using data, you can figure out if certain questions are deterring candidates from filling out job
applications, and eliminate those questions. Alternatively, perhaps you'll find adding images or
videos to highlight company culture incentivizes more candidates to fill out job forms. Or, maybe
more candidates apply for a job with description A over description B.
Partner with local universities to
build an applicant pool
.
To build a pipeline of potential candidates, companies partner with
educational institutions. It helps establish a relationship between
students and future employers.
Take IBM, for example. The technology corporation has partnered with
The University of Notre Dame, Virginia Tech, and Florida State
University to provide access to its systems for teaching and research.
IBM has also planned joint-research collaborations with Duke University
and Harvard University.
Instead of waiting for interested candidates to come across the
company, IBM has started cultivating relationships with potential
applicants. This strategy attracts candidates after graduation and
boosts company retention
Use other incentives
ge to mid-size corporations use eye-catching bonuses and employee benefits to compete in a global
market to attract top talent within the industry, but financial incentives aren't the only things that matter.
When talented candidates are comparing companies, they're going to consider values, culture, and work-
life balance, too. By cultivating an impressive employer brand, you'll attract better talent and find more
long-term success.
To succeed with talent acquisition, you'll need to be able to answer the question, "Why your company,
over all the others?" This is why employer branding is a critical strategy for finding the best employees.
Consider how you can reframe your employer branding to focus on the best aspects of your company's
values and culture. It isn't just about mentioning health benefits or compensation — you'll also want to
convey your impressive company culture, in which employees collaborate efficiently and enjoy spending
time with one another. You might mention your flexible remote policy and other work-life balance perks,
or your company's emphasis on growth opportunities.
