Have you ever wondered, whether it's Harvard that shapes its students or the talent it enrolls shapes the university? The answer may not seem apparent however examples like Google and other top brands are where they are because of the diversity in talents they hold.
Likewise, talent is
the blood of any business. However, recruiting whenever you have an open role
is not the solution. Big companies maintain a pipeline of fine talents and
optimize their skills when needed. Businesses even hire a staffing service
company to do the job.
These companies
implement a strategic talent
acquisition process and a proactive talent hunt to maintain a stock of the
finest talent for a particular company. Let's dive deeper into the topic and
explore the top benefits of strategic talent acquisition for your business.
What is the Difference Between Recruitment and Talent
Acquisition?
Recruitment is a set
of activities that include filling open positions. It further includes tasks
such as drafting JDs and posting openings followed by sourcing candidates,
screening resumes, taking interviews, hiring, and onboarding. It is typically
driven by the need for urgent hiring.
Talent Acquisition, on
the other hand, is a continuous process which incorporates:
● Predicting talent needs
● Identify potential candidates internally (existing employees
eligible for promotions, etc.) or externally (external hiring).
●
Fostering engaged talent communities.
●
Identifying capabilities.
●
Building future leaders.
Thus, recruitment
resolves urgent candidate shortages while talent acquisition is future-focused.
4 Ways Talent Acquisition Ensures Long-Term Business Benefits
You must routinely
refine and review the application process as and when the company’s demands
change. Make sure you address any gaps that arise. Given below are the top 4
ways you can achieve long-term benefits with your talent acquisition efforts.
Build a Strong Employer Brand
Have you ever paid
attention to your employer's brand? How does your company stand out in the
market and how well it can reflect your goals, mission, and values?
The candidates today
are smart and quality talent will scan through your website, social media
pages, and other presence to understand the above-mentioned points. Further,
they also refer to sites like Glassdoor to know what it would be like to work
in your company.
A company that posts
detailed job descriptions is more likely to grab your candidate's attention.
Developing a straightforward employer brand is an essential strategy overlooked
by many. Think of your brand as you would think of a resume, how does it stand
out?
Streamline Your Recruitment Process
Conduct a thorough
audit of candidate experience and review your process from beginning to end.
Think of all points of contact such as emails, chatbots, wordings in job
descriptions, and so on. Review your recruitment process from the lens of the
candidate.
For instance, a
renowned construction company requires all the recruitment members to take a
one-day training session that covers areas like assessing candidates against
the core values of the company, effective interview techniques, fair hiring
practices, etc. The main goal is to uphold the interviewing principles and
ensure a positive experience for every candidate.
Demonstrate Your Values
Instead of just saying
how great it will be to work at your company, show them via showcasing the
benefits, and growth opportunities they get. You can also demonstrate the
shared experiences of your current employees.
Show your applications
that your workplace is the ideal fit by highlighting pay equity, workplace
flexibility, as well as a collaborative environment. You may even create a blog
or vlog showcasing “a day in the life” or simply interview your existing team for
why they choose to work for you.
Incentivize Employee Referrals
Incentivize employee
referrals to announce your hiring objectives. This will make your hiring
requirements widely known throughout the company while expanding your pool of
candidates. When your employees refer to someone they know, they typically have
a good understanding of their skills, values, and ethics. Therefore, proving
referred employees are a great fit for the job.
A strategically
designed referral program may also save you time, and cost per hire while
improving engagement among existing employees; they feel they contributed to
the organization’s success.
Strategic talent
acquisition fosters long-term business success by building a strong employer
brand, streamlining recruitment processes, demonstrating company values, and
incentivizing employee referrals to attract and retain top talent efficiently.
Many businesses prefer Talent Acquisition Services as they have existing skills
and resources you need. Make sure you find the right service for the best
results.