I want to start this article off by saying no talent acquisition process is perfect. Like the genetics and characteristics that define people as unique, every business is unique in how they source, recruit and engage talent. Some businesses do group interviews, some prefer to use text recruiting technology and others enjoy more traditional methods like posting on job boards or advertising their open positions in newspapers.
Let’s be honest, you’re probably reading this because you have some aspect of your talent acquisition process that you’d like to fix, edit or change altogether. If so, welcome! These 5 tips to increase efficiency in recruiting and sourcing are good for any occasion! Let’s break it down, step-by-step:
One of the best assets any business has at their disposal for talent acquisition is their brand. When people view you and the work you do as excellent, you tend to see an increase in respect from pools of talent. When making a decision on where to apply for a job, 84% of employees/job seekers say the reputation of a company as an employer of choice is important. Not only is a strong reputation an asset for attracting top talent, it’s also a means to promote your expertise.
Here are some basic tips for building a reputation of excellence:
Referred candidates are 5x more effective than ordinary candidates sourced from job boards, so adding them to the top categories of your roster for potential hires is a must. Since these candidates often take more time in the acquisition process, it’s best to have a referral program in place to maximize talent pools and speed things up.
Here are some basic tips for building a successful referral program:
Candidates want to know what’s going on, and keeping them updated quickly and frequently will help improve the trust between them and the company. Organizations that invest in a strong candidate experience improve their quality of hires by 70%. Maintaining consistent communication with regular updates to candidates is a major factor in improving candidate experience.
Here are some basic tips for creating a simplified communication schedule:
Talent Acquisition doesn’t end when the offer is extended to a candidate. What about future positions or openings? Do you have a backup plan in place in case the candidate doesn’t work out? That’s where talent pipelines come in. Building relationships with and nurturing candidates, even if they don’t get an offer, helps prepare your business to hire ahead of demand.
Here are some basic tips for creating a strong talent pipeline:
A lot of times talent acquisition becomes so hyper-focused on the present that it can be difficult to map out the next step in the process: onboarding. But preparing for the next step is just as important, if not more important, than what’s happening in the present. In terms of recruiting and sourcing, that means planning the onboarding process to help prepare for the tasks leading up to extending the job offer to the right candidate. 69% of employees are more likely to stay with a company for three years if they experienced great onboarding.
Here are some basic tips for creating an effective onboarding plan:
In the end, the most helpful thing you can do to increase efficiency in your recruiting and sourcing process is to keep moving forward. In an industry where there are so many moving parts, we’re bound to have a challenge. It’s important to follow up, learn and move forward from those challenges.
About Chris Murdock:
Chris Murdock is the Co-Founder and Senior Partner of IQTalent Partners. Chris has over 12 years of executive recruiting experience and leads search execution and client relationships along with supporting searches across the firm.
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