By Sunita Khatri
The world of recruiting is constantly changing. Most HR teams are heads down on execution where it's easy to lose sight of business objectives. You may event encounter circumstances where you're less proactive and more reactive to HR disruption opting for a bandage response to a potentially complex issue for your business ahead. It's a constant battle to evolve yet stay nimble and agile in the process of it all.
It's a lot and we get it. This is why it's time for a quick refresher—a chance to step back and perform a gut check on whether your talent acquisition strategy aligns nicely with the changing world of recruiting.
Talent acquisition teams are in search for the best ways to source, hire and retain your top talent because individuals today have increasing power to choose how, where and for whom they work and the increasing competition in the job market, be it talent shortage or retention, is an obstacle.
First Things First – Acquisition Efficiency:
Improve how you access new talent. Half of all job seekers globally use Social Media for job search. In fact, 73.% of 18-34 year old job seekers found their last job via a Social Network. Additionally, most websites have reached their "mobile moment"—where mobile visits surpass desktop visits. No need to tout the horn on social and mobile but if this isn't an attribute in every single execution then it's time to fix it.
Secondly – Get Better with Your Top Sources:
If something works, let's ensure it works at its best. If your top sources of high-quality talent come from within the organization or possibly via organic search then don't deprioritize those channels in your hunt for talent pipe by limiting focus to new acquisition channels. Nurture the candidates that do come through these successful channels with an improved, customized user-experience and an engaging brand message to ultimately convert those candidates faster.
Raise the Bar on Employee Engagement:
Too many folks are leaving their job for a more "meaningful" career experience, 4 years is the new average length of time an employee stays at one company—so what does mean for recruiters who are rallying to make the organization a career destination or choice? Ultimately a stronger talent brand will retain top talent and inspire new talent to join. So perhaps it's time to nudge your counterparts in HR to beef up this area when it comes to strategy and planning. And building your talent brand doesn't have to come at a cost, check our budget-friend tips on how to boost your talent brand.
Lastly, anticipate the talent you will need at all times with these four steps.
Sunita is Product Marketing Director for Oracle’s HCM Talent Management Cloud solution. Prior to joining Oracle, she brought products to life for Monster Worldwide’s recruitment & consumer advertising business. While leading sizeable growth for Monster’s business, she also braved the world of online marketing. Today, blogging is a newfound passion of hers – Sunita writes to inspire readers who are in search of professional and personal awareness. Follow @SunitaSKhatri