5 actionable tips to improve your talent acquisition

Perhaps you’re new to recruiting or maybe you are in the same position as many entrepreneurs, startup founders and employees: You wear many different hats – and need to be able to successfully handle a recruitment process even though it’s not your core job function.

Whatever the reason behind you finding your way here, keep reading to get 5 actionable tips on how to boost the success of your hiring process.

1. Get to know your talent

Get to know your talent

Any time you want to grab the attention of someone, you will need to know what makes that someone tick. In a world where the largest share of the workforce consists of millennials and Generation Z who are constantly bombarded with digital updates and information – being on point with your message is the only way to stand out from the noise.

Stack Overflow’s 2015 Developer Survey highlights that cookie cutter recruiting tactics of the past don’t work: 32% of developers will never use a job board and 22% don’t even have a LinkedIn account. What developers do want is a strong company culture and high quality colleagues while maintaining a solid work life balance – these factors can outrank even salary as reasons for choosing one job over another.

Various demographics will look different to each other – before you start communicating to your target audience of talent – get to know them.

2. Continuously work on your culture

An authentic culture is the key to successful talent acquisition. With a positive culture, qualified candidates will be driven towards your careers site to register their interest in future positions. A strong culture will also mean placing emphasis on collaboration in how your organization handles talent acquisition. Best-in-class companies are 57% more likely than others to empower internal teams to collaborate on candidates (Abderdeen Group, 2015) – going beyond the HR department and working together with for example marketing to get advice on advertising tactics for candidates.

Successful marketers know quality content and understand which channels to tap into and when.  Another piece of the puzzle is to use modern processes, tactics and technology to better attract and interact with candidates and other stakeholders, for example;

·      Talent communities

·      Video

·      Career sites

·      Applicant tracking systems

·      Employer branding

Build your work culture

3. Create and promote an employer brand that targets desired talent

If you don’t tell your story, others will do it for you—and it likely won’t be the narrative you want. You need to make sure your career site just as well as any other marketing communications showcase what makes you an interesting potential employer. Think about the first two steps of this post, where we urged you to get to know your talent and work on your culture – both steps will affect the kind of employer brand you create. Understand what current employees appreciate about their jobs and the company, and try to match that with the desires of your candidates. 

For example, you might post written and video testimonials on your website and social networks from current employees explaining why they enjoy their jobs. Doing so will create an image among prospective hires of what it’s like to work for your company.

4. Use social media

Facebook and Twitter are becoming increasingly popular as a recruiting source. These platforms humanize both employers and candidates by putting faces to names and breaking down the de-personalized formalities of a job application process.

A consistent social media presence is one of the most cost effective marketing tools and integral to the creation of talent pools. Research which sites are most suited to your sector starting with LinkedIn, Facebook and Twitter. Start small and build a positive reputation, then expand to other channels where your talent hang out.       

Use social media for talent acquisition

5. Improve the candidate experience

In the current job markets, applicants expect a seamless process that resonates with them, just like any other consumer experience. From finding a job to applying interviewing and subsequently onboarding or even rejection – a bad candidate experience can have an impact on any organization’s ability to acquire top talent. Use an ATS to help simplify your whole recruitment process and allow you to focus on the candidate experience rather than keeping up with time consuming administrative tasks and scouring through email threads.

Feature photo by rawpixel on Unsplash

About the author

Anna Kullendorff

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