5 Brilliant Steps to Create a Talent Acquisition Strategy That Saves More Than 90% of Your Time

The recruiting landscape is experiencing rapid change in terms of the economy, candidates, and technology. Now more than before, recruiters are faced with the issue of high turnover rates due to a weak talent acquisition strategy. Talent acquisition is a complicated process that goes beyond just recruiting. It involves laying out a talent acquisition strategy that considers the talent pool available and assesses how each talent can help the company thrive and grow. Planning a great talent acquisition strategy must include input and ideas from the employer, hiring manager, and recruiter alike. Listed below are 5 brilliant steps to create a talent acquisition strategy that will help you save more than 90% of your time and effort.

Audit your current talent acquisition strategy

Before embarking on talent management and workforce planning, it’s crucially important to know where your talent acquisition stands. Regardless of whether you are starting from scratch or you have an existing talent acquisition strategy, you might want to take inventory of the practices you have in place already. So gather feedback from the members of the HR department to identify areas of opportunity. For example, you might already have a good recruitment experience but have shortcomings in terms of employer branding. Or perhaps the team sees an opportunity to have an employee referral program. Whichever the case, it pays to audit your existing talent acquisition strategy.

Identify technology gaps

Digitalization plays a huge role in today’s workforce. The lack of tools and resources can easily result in a loss of time and money. But most importantly, you risk losing your employees if they don’t have the  technology they need to unleash their full capacity at work. Remember, your team is giving all their time and energy to attracting and recruiting top talent for your organization. Therefore, you must take into consideration how they feel and if there’s a tool missing from their recruiting tool belts. So if you are unable to meet their needs, then they will most likely struggle to secure qualified candidates and streamline the recruitment process. As a result, you must ask your team for feedback regarding any technology, tools, or apps they need to unleash their full potential at work. From there, you can identify where to improve the experience of your talent acquisition team.

Set measurable goals

Talent acquisition strategy will look different for every organization. But to have a clear roadmap of what you want to achieve, you have to set goals. Setting goals and measurements of success should be done with contributions from the HR team. Some questions that should be asked and require answers are:

• How do you intend to measure the candidate’s experience?
• What data-driven insights should you be looking out for?
• How will you track or measure the success of the talent acquisition strategy?

Answers to these questions will help you build a successful talent acquisition strategy.

Invest in employer branding

Employer brand is how top talent picture your company. It is one of the first noticeable things to candidates when they research your company. In fact, employer branding ultimately determines the outcome of your talent acquisition strategy. The purpose of employer branding is to help you build an image that is unique and true to your company. When you fall short on this, it becomes much more challenging to attract the talent that your company needs. An employee-centric culture is a great way to build your employer brand. Not only does it boost employee retention rates, but it will also inspire your employees to refer other candidates (such as their friends) to your business.

Make training and development a priority

There is always room to learn new things within the HR landscape. From time to time, old skillsets and recruiting habits do change and you need to be updated at all times on new technologies and trends. So it’s vital that your hiring team learn and develop their skill sets to stay relevant to new practices. To create a powerful talent acquisition team, recruiters must leverage regular training because it provides them with the skills they need to grow and succeed. Online training programs and certifications are a great way to help fine-tune their skills. By doing so, you are not only ensuring that you have experienced employees on board, but you’re also contributing to their personal and career development which in turn boots retention rates.

Conclusion

A long-term talent acquisition strategy is not something you come up with overnight. It might take some amount of time and planning to come up with one that is suitable for your company. However, it is crucial to know where your company stands in the market, what your hiring goals are, and what needs to be improved in your hiring process for you to achieve your goals. Looking to create an exceptional talent acquisition strategy? We may have the best hiring platform for you. EVA-REC is an on-demand hiring platform that automates and improves the hiring process with AI technology. From small businesses to industry giants – we aim to offer fully customizable, world-class features that help create a rich and immersive hiring experience for recruiters and candidates. With EVA-REC, companies can drive merit-based, objective, and fair hiring practices that minimize bias and dehumanize the hiring process. Request a free demo today!

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