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Talent acquisition strategies for your company

Talent acquisition strategies for your company

When you need to fill a vacancy at your company, whether it’s a backfill or a newly created position, your focus should be on recruitment. But when you’re taking a step back and planning for your company’s future staffing and leadership needs, you’re engaging in talent acquisition. This is an ongoing strategy that involves long-term human resources efforts as opposed to fulfilling immediate needs.

The terms are often interchanged; and while they’re directly related to each other, they differ in scope. Recruitment is the more immediate action that is (or should be) part of a broader, ongoing talent acquisition strategy.

If you want to acquire, develop, and eventually promote top talent (and, ideally, retain them for the long haul), then you can’t rely on intermittent recruiting alone. These talent acquisition strategies will help you plan for your company’s long-term staffing needs.

What does the talent acquisition process look like?

You understand how talent acquisition differs from recruitment in the abstract. But what exactly does it look like and how is it implemented in the real world? Your talent acquisition team is typically headed by the HR department and also includes recruiters, hiring managers, and others within the organization. You may also work with third parties, such as talent search agencies.

The process is ongoing, involves the “planting of seeds,” and cultivates the image and reach of your company to potential new hires. Talent acquisition may involve (but isn’t limited to) these types of activities:

  • Online promotion — Use social media platforms and blogs to promote your company culture and build a positive brand identity.
  • Working with the marketing team — An effective talent acquisition strategy requires close coordination between your HR and marketing departments.
  • Regular outreach — Regardless of your company’s immediate needs, you want to reach out to potential candidates on a regular basis through networking events and other outreach methods.

Broadly speaking, you want to make sure your strategy isn’t isolated within your HR department and that it’s aligned with your company’s values and mission. Done right, it can lay a sturdy foundation for your recruitment efforts.

Talent acquisition strategies and tips

Now let’s get down to brass tacks. What are the keys to a successful talent acquisition strategy? Methods will differ by company and may be limited by available resources, but here’s what experts in the field recommend:

Look into the future

Which roles within your company are the most difficult to fill, where do you have the most turnover, and what are your company’s long-term staffing goals? Whether it’s a job requiring specific experience, niche skills, or you’re looking for your next executive, you should expect it to take several months to hire the right person.

Invest the right amount of time with candidates

Looking good on paper and giving strong answers to the initial interview questions is a great start, but it’s just the tip of the iceberg. Meetings over lunch or coffee, phone conversations, and making sure candidates have face time with their prospective coworkers can clue you into their attitude, emotional intelligence, and chemistry.

Make sure your brand resonates with potential hires

Some companies that don’t sell to consumers nevertheless advertise on network television, mainly to promote their company to potential investors and shareholders. Similarly, companies that promote their workplace and culture are coveted employers able to attract the best and the brightest.

Plan for succession

Your future leaders and executives could be in entry-level roles at your company right now, while your current leaders may be on their way out the door. Whatever the current case is at your company, you want to get out ahead of the curve by identifying peak performers and giving them opportunities to move into those higher-level roles down the road.

Build a talent pipeline

Maybe you’re not ready to fill a given role just yet, or perhaps that role doesn’t even exist at your company. But it certainly doesn’t hurt to be prepared by cultivating a pipeline of talent that’s familiar with your company. You can connect with people online, at networking events, and by maintaining relationships with highly qualified candidates you’ve interviewed (or solicited through a job ad) in the past.

Once you’ve put the core pieces of your talent acquisition strategy in place, the next step is integrating it into all aspects of your workplace. Managers at every level should be thinking not just about ways to develop their teams, but also ways to shape those teams into the future. When you’ve reached that level, it may feel like your talent acquisition just happens naturally — because it will.

Monster can take your talent acquisition efforts to the next level

If you’ve taken the time and effort to cultivate a winning talent acquisition strategy, then you’re recruiting efforts will be much more focused. But you still want to keep your foot on the gas. Get the latest recruiting and management tips by signing up for our free e-newsletter, Monster Hiring Solutions.