In this era of rapid change, the competition between enterprises is no longer just a competition for products and markets, but also a competition for talents. How to attract, recruit and retain outstanding talents has become the key to the sustainable development of enterprises. Developing a scientific and reasonable talent recruitment strategy is the basis for achieving this goal. So, what is a talent acquisition strategy? How to formulate a talent recruitment strategy? This article will answer them one by one for you.
1. What is talent recruitment strategy?
A talent acquisition strategy framework helps organizations find, attract, and retain top talent who fit the organizational culture, add substantial value, and help the business achieve its long-term goals. It requires a lot of planning, strategy, evaluation, analysis, and marketing. The TA team is usually part of a larger human resources department.
A record number of employees have voluntarily resigned during the pandemic, particularly in the hospitality, retail and healthcare industries. It is estimated that by 2030, the global talent shortage will exceed 85 million people. A common mistake when solving a problem like this is to hire as quickly as possible to fill the vacancy. However, this often leads to high turnover rates because the employees recruited are not aligned with the company's future goals.
Successful talent acquisition requires a more holistic approach to recruiting that helps develop an engaged workforce, and talent leaders acknowledge this. In fact, 77% of talent leaders say their TA strategies focus on creating overall value for the business, rather than saving money.
2. How to formulate talent recruitment strategy
Here are the steps to developing a successful talent acquisition strategy for your organization.
1. Workforce Planning
Strategic workforce planning can help organizations recruit the right people for the right roles at the right time and prevent overstaffing and understaffing. Workforce planning is critical for many reasons, including an aging workforce, cost savings, time management and flexibility.
HR and TA teams need to ensure they can attract and recruit people with the right skills while staying within budget and plan for potential future issues such as mass retirements and unpredictable competitive work environments, conducting professional conduct risks Evaluation.
2. Job Descriptions and Personnel Specifications
Being clear and honest about the skills required for each role can help you recruit the right candidates, so it's also important to make sure your job descriptions are accurate and updated as needed. It's also important to be flexible when sourcing candidates.
An increasing number of organizations are no longer listing formal qualifications as a requirement, instead focusing on the specific skills required for the role. One example is IT company Accenture, which has de-emphasized university degrees and instead focused on developing new talent who can demonstrate the required skills and behaviors within the company, which can improve job fit and performance.
3. Attract talent
(1) Establish talent channels
74% of HR professionals say there is a skills gap among their applicants. As the job market continues to become more competitive, recruiting the right talent is one of the most important talent acquisition strategies.
To build a strong talent pipeline, consider looking to other sources, such as dedicated online forums or candidates who are not actively looking for a new job. Build relationships with industry leaders, universities and colleges so you can connect with candidates early, get to know them beyond their resume, and conduct job-matching assessments in advance. In addition, you can also use third-party recruitment management systems (such as UFIDA Dayi) to create a talent community and increase the frequency of interaction with candidates through company-related content and recruitment announcements.
(2) Employer brand
Today's candidates are likely to research an organization to see what it's like to work there before applying for a position or accepting an offer. They'll check out your social media accounts, visit your career page, and check out Glassdoor. Therefore, it is vital to have a strong employer brand and reflect this in your online presence. This can be complemented by the use of VR to showcase the office environment. 57% of large organizations now invest in employer branding campaigns.
Even the copy in your job description matters, do your website and social channels match your unique mission, values, goals and culture? According to reports, Instagram and LinkedIn are the most commonly used social platforms for employer branding. Employer branding is also important, with 96% of employer branding and recruitment experts saying they use social media.
(3) Selection process
The selection process helps organizations find and hire the best candidates for each open position. It’s a funnel-like process that starts with an opening. Here are the steps in the selection process:
- application
- Filter and pre-select
- interview
- view
- References and background checks
- Decide on a job
- invitations and contracts
In any talent acquisition strategy, a solid selection process is crucial to recruiting the right candidates and moving the best talent down the end of the talent funnel as efficiently as possible.
(4) Recruitment and onboarding
The onboarding process begins once a candidate receives a formal offer letter through an interview, accepts, and is officially hired by the company. Even before new employees start their first day on the job, you can welcome them into the company and introduce them to their team. This will make a strong first impression and get them excited about their new role. The onboarding process is a critical part of the employee lifecycle, setting the stage for the rest of that employee’s journey with you.
On an employee's first day, they will be taken to their workplace, given any necessary equipment or uniforms, and outlined their responsibilities. They will meet their team and managers and begin to familiarize themselves with work processes and goals.
A strong recruiting and onboarding process will quickly get your new employees up and running and make a great first impression on your company.
Through the above discussion, we can make it clear that talent recruitment strategy is an important means for enterprises to attract, select and retain outstanding talents, and it is also the key to shaping the core competitiveness of enterprises. Formulating an effective talent recruitment strategy not only requires an in-depth understanding of the company's own needs and market environment, but also the use of scientific methods and tools to ensure that the strategy is not only in line with the company's long-term development, but also meets daily operational needs. I hope this article can provide you with useful reference and inspiration in understanding and formulating talent recruitment strategies, and give your company a greater advantage in the talent competition.