Talent Acquisition Strategy
What is it?
The Importance
Recruitment vs Acquisition
These two terms can easily get misunderstood and confused, talent acquisition is much more than just recruitment. Recruitment is a quicker process, getting people into jobs in a matter of weeks, whereas acquisition is about having the right person in the job, even if it takes a little longer to find that person. They actually go together quite nicely; instead of just finding talent, acquisition is vetting that talent further so the end result is hiring the best person for the role, someone who can meet your company’s needs, now and in the future. The person you will acquire should be someone who can grow in your company over time.
Talent acquisition uses methods like marketing and branding to find these people, and continues until this talent has passed probation and is fully onboarded, it doesn’t stop once they are hired. This investment and development will help you in the long run; additional processes pay off.
The Process
Build a strategy
Create talent pipelines
Make secure employer branding
Get your recruitment marketing up to date
Recruit
Methods
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Making interim positions for potential future roles
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Finding talent and guiding them to roles
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Going to fairs and events
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Appealing to ex-employees
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Appealing to people from around the country, even the world
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Have a competitive intern program
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Source skilled freelancers
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Use referrals
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Finding the best talent and directly hiring them
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Strategies
To have a successful strategy, it must be unique to your business and its needs. How you go about this will depend on your needs and future plans. Essentially, you need a good knowledge of who you want to hire, and what help you have to do this, this will vary depending on the size of your organisation.
For larger organisations their strategy tends to focus on hiring talent that will stay and grow with them, they will typically have a larger amount of candidates available. For medium companies, they may not have the best employee benefits, but making themselves known and focusing on brand awareness will be a key part of their strategy. Finally, smaller businesses will take on a smaller strategy to match their size and budget, focusing on business development and their business plan.
It’s also important that this strategy is measured, from the amount of time taken to fill the position, to how much it costs and eventually, how good the hire is, hearing from both the talent and your company.
Trends
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Learning from past mistakes
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Think of the future of the talent
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Use rewards
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Make use of relevant data
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Ensure your hiring staff are exceptional
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Keep up to date with trends
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Make yourself known, at events such as fairs and on social media
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Focus on retention
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Make acquisition a priority
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Strong branding
