Talent Acquisition Strategies: 2023
The talent acquisition process is part of any well-rounded long-term HR strategy. Its aim is to fulfill organization needs by finding and convincing top talent to bring their skills to help accomplish the organizations goals. Talent acquisition strategies can vary in what they prioritize. Here are a few to start with:
- Align your talent acquisition strategy with your company’s goals
It’s important to consider your organizations goals for the next few years when tailoring your talent acquisition strategy since the people you bring new to the organization will need to help meet those goals. Although traditionally recruitment was focused around filling vacancies within various departments, talent acquisition is about considering the long-term needs of the company too. For example, if it is a business objective to expand into a new province by the end of the year, what skills, knowledge and abilities will need to be sourced if the team and workload will be expanding?
- Expand outreach strategies
Sourcing is key when trying to find different skill sets and diversifying that approach is important, especially in a competitive labour market. Rather than only using LinkedIn or indeed, try exploring more specialized job boards, academic institutions or networking events develop connections with potential candidates to find the specific skills or abilities you’re looking for. The first step is finding out where the top talent is, and then focus on developing relationships and networking.
- Build your organization’s identity
Whether it’s a competitive market or not, when looking into your company, candidates will have questions and will research your organization. Provide insight into your workplace atmosphere, employee satisfaction and opportunity for advancement. Candidates will have questions about employee happiness, work-life balance, potential for advancement. Leverage the positive experiences current employees have had and promote their stories on social media and the company website.
- Design a competitive and comprehensive benefits plan
For compensation, candidates may be willing to consider a lower salary if its offset by a comprehensive or generous health (extended health, dental and vision) package. Not to forget that mental health is included in the health benefits with programs like Employee and Family Assistance Programs (EFAP) and registered counselling services. Not only do these benefits have a measurable value to an employee it also supports an employer brand that shows that the company values a healthy mind. A robust benefits package to supplement a lower salary can be a tool to attract and retain employees.
Other benefits like flexible work arrangements, retirement savings, pensions, leaves and professional development are other benefits offered by employers that can add value to the “total rewards” package a candidate is offered.
For recruiters, try and envision what a prospective employee’s life is like outside the workplace, what matters to the, what is their lifestyle, demographics? What are current economic conditions like? What is important to a prospective employee and what can you offer them – apart from cash- that will give them the inclination to accept an offer with your organization.
- Increase budget for EDI initiatives
Equity, diversity and inclusion are essential for creating an environment that current and prospective employees are looking for. Workforce demographics have changed significantly in even just the last 35 years and there are now more minorities and women in the workforce than ever, and prospective employees want to see that reflected in the companies they apply for.
EDI training is important and shows that the company is willing to stay current with the times. To see the return on that investment, prioritizing retention is important. During the application process, reduce or eliminate biases in screening resumes and when sourcing, make the applications anonymous when possible. It’s also helpful to have diversity reflected in the selection committee.
Reference: https://blog.hubspot.com/marketing/talent-acquisition
