Finding the ideal candidate whose potential, engagement, and performance are the same in performance is challenging. Everything is more prosaic. Polls showed that almost 75% of employers could not find suitable candidates for vacancies. And if you’re looking for more recent evidence, Gartner says the discrepancy is due to a low readiness for new and future business challenges.
Attracting talent or recruiting?
This question needs to be asked to companies that want to approach the selection of candidates by trends and common sense. Recruiting is a short-term strategy for finding qualified personnel for a specific role. But attracting talent is a long-term prospect for building a sound HR strategy to find candidates who are best suited for the company. To successfully attract talent, you need to start by understanding what kind of candidate you need. Please answer the questions, about what needs and problems the company has now, and what skills would help deal with them. Highlight the competencies you want to see in the newbie. This way, you will attract candidates close to your mission from the very beginning – and successfully launch recruiting strategies.
Why are talent acquisition strategies needed?
Building a brand to attract talent can be seen as one strategy. There are several advantages to choosing specific strategies for attracting talent:
- Improving the quality of hire. 40% of hiring and recruiting managers consider hiring quality as their top priority. But quality can be challenging to define. This term is sometimes referred to as “new employee productivity.” A talent acquisition strategy helps you find recruits who align with the company in terms of goals and vision. Their effectiveness from the start is higher than that of others. This is high-quality hiring.
- Improving the efficiency of the hiring process. A talent acquisition strategy means the company no longer needs to spend on costly recruiting for candidates who rush to close a hot job. Short hiring times lead to increased recruitment costs and can also lead to hiring mistakes that will cost the company far more than average recruiting times. Strategic talent acquisition prevents such critical situations and controls costs through planning.
- Building the foundation for future success. When you align candidates with the company’s strategic goals, you ensure yourself the right team to succeed, accomplish current and future challenges, reinforce the same company brand – and maintain a culture of communication and efficiency from your early days.
Talent acquisition strategies 2021
Do not neglect recruiting methods such as the employer of record services for payroll tax processing, payroll compliance, benefits administration, and other personnel-related tasks. In addition, Let’s take a look at the best talent acquisition strategies, as well as prioritize what remain relevant or add new recruiting requirements:
- Form a vacancy according to the skills you need. Decide who you need and what professional skills and competencies this person should have: decide on the current problems of the company; think about what skills would help to fix the situation; form a request based on these skills.
Do not add to the job description water about sociability and stress resistance if this is not the main thing for solving the current situation. Describe what matters – you will attract candidates who will be effective.
- Develop efficient sourcing. Is the applicant tracking system outdated or not at all in your company? Forget about the old “send me your resume and hope for the best” interview methods. Such communication is built on dry corporate communication, and in 2021 it does not work. Effective sourcing means being creative. Sources look for where talent spends their time online. For example, looking for talent only on LinkedIn is irrational. Not everyone likes to use this platform, and tech candidates are at a loss when setting up a LinkedIn profile. A good idea is to use explainer videos or recruitment videos where you describe what type of employees you are seeking and what characteristics you want the candidates to have.
- Focus on potential, not qualifications. What do you mostly pay attention to when recruiting? Experience, certificates, professional development, and work history? Yes, this is a strategy that worked until 2019-2020. But the pandemic has accelerated digital transformation, relied on remote work, and allowed candidates to evolve faster than their skills would receive official endorsement from any courses or curriculum. Therefore, do not require candidates to confirm their skills on paper. Gartner’s research shows that today 43% of candidates are self-taught, and in 2021 it is already necessary to have up to 10 new skills. How and when to get them?
Recruiters will increasingly serve as a bridge between a company’s hiring needs and strategies to develop and attract top candidates. Unsurprisingly, HR professionals themselves will have to expand their stack skills rapidly. Add inclusiveness, quick decision-making, and the ability to independently plan complex hiring following the company’s goals. So here’s another talent acquisition strategy for you: Educate yourself. You are the first person of the employer’s brand, and on your shoulders is a continuous process of self-improvement so that the best candidate is not only found but wants to follow you.