Recruitment requires you to understand the processes used and ensure that yourself, the business, and the candidate have a positive experience. One way in which you are able to achieve this is through talent acquisition management; this is a fairly new term, so if you have not yet heard of this, then hopefully our guide will lend you a helping hand. A company can decide whether they wish to hire talent acquisition management internally or seek the help of a professional recruitment agency. To help you understand what this term means and why it is important for your business, we have pieced together a guide collating all of the information and explanations that you will require.
Talent Acquisition Management: A Guide To Successful Recruitment
As professional recruitment consultants in Bristol and the surrounding areas, Focus Group has worked with many clients in varying industries over the years providing exceptional and successful recruitment processes. These processes are vital in ensuring the candidates have a smooth and positive experience, while clients are able to thoroughly interview and get to know their candidate before choosing their new team member. Talent acquisition management is an important part of this process, as it completely transforms internal and external hiring to draw in viable candidates and speed up processes.
To help you understand this a little better, we have split our guide into five sections, explaining talent acquisition management in detail and how to implement it into your business recruitment strategy:
- Talent Acquisition Management Explained
- Why Is Talent Acquisition Management Important?
- How To Apply Talent Acquisition Management
- Criteria Used For Evaluating Talent
- Talent Acquisition Management Process
One thing that is often left out of recruitment is the candidate experience, as many companies focus their efforts on trying to find the best candidates possible in terms of their business needs without thinking about how the recruitment process impacts those coming in for an interview. Much like your business, candidates will be looking for a role and working environment that they feel they can thrive in, so it is important to make sure that this is a key aspect of your recruitment process. Talent acquisition management allows you to do just that, as it refines your recruitment process and attracts talent to your business while minimising the number of unsuccessful recruitments.
To create a successful talent acquisition management strategy, a business will need to ensure that their recruitment process represents their culture. By doing this, it is easier for you to identify unsuitable candidates without negatively impacting the applicant’s experience. The reason many companies will outsource their talent acquisition management is because it can take a lot of time to filter through candidates which could be spent focusing on the business. Focus Group offers clients a refined and specialist recruitment consultant in Milton Keynes that focuses on your industry to provide high quality talent acquisition management focused on your business. Your dedicated consultant will visit you in your working environment to gather a better understanding of your needs and business culture, combining a recruitment strategy to help you succeed and minimise your downtime.
Talent acquisition management will be one of, if not the most, important aspect of your recruitment. Whether you have an internal team or contact Focus Group for professional guidance, a successful talent acquisition strategy will fulfil your business needs and identify both internal and external candidates suitable for the role. It is important because it helps not only to find candidates that have the required skills and experience for the position, but also the personality and values to fit in with your culture. A successful talent acquisition strategy will help you to:
- Design and build a brand known for business culture to help attract suitable candidates
- Build applicant channels to ensure that your recruitment meets present and future needs
- Maintain a relationship with unsuccessful yet viable candidates to contact when other opportunities arise
- Develop a strategic strategy that can source out potential candidates from a range of diverse backgrounds
- Identifies both internal and external candidates that can fill positions
- Find and hire individuals that have the ability to continue to grow within your business
No matter the business nor the culture, your talent acquisition strategy should always revolve around your business goals. You will first need to identify your goals as well as your business culture before devising a strategy that caters to your needs. When doing so, always consider the long-term needs of your company, as this can alter the type of individual that you are looking for. For example, if you are attempting to find a candidate that can bring new and fresh ideas to your business, then you may want to consider a six-month internship that can transfer into a permanent role. With an internship, you are able to bring someone new into the business every six months if necessary, but you’re still attracting candidates as you can provide them with experience and the opportunity to grow within the business.
Once you have identified what you are looking for in a candidate and what experience you are able to provide, then you can easily come up with a strategy. Some ways in which you are able to do this include the following:
- Thinking about your business goals – consider the next five years and tailor these needs to your strategy to ensure that your candidate can help you achieve these requirements.
- Consider your strategy as a marketing campaign – to find the best of the best you will need to convince your potential applicants to join your business. Data will also help you to identify viable candidates by analysing where your best employees have come from.
- Expand sourcing strategies – searching in one place for various roles will make it harder for your business to source candidates, instead, widen your outreach and expand to platforms that specifically target candidates for the skills and experience required for that specific role.
- Design a successful branding campaign – by having well-known branding, specifically for employment and work culture, finding candidates will be easier and cost-effective. Candidates are likely to apply to your company merely because they can connect and identify your branding.
When using talent acquisition management within your recruitment process, it helps to evaluate your candidates to find a suitable fit for your business with minimal failure. This will, therefore, include a thorough evaluation of the candidate’s soft skills, helping you to identify whether they will be able to fit in with your culture. Soft skills include the following:
- Working well in a team
- Good at problem solving
A candidate that meets your business requirements will benefit you in a number of ways, the biggest being that they will become your brand ambassador. Anyone that joins your business will be part of your brand image, so finding someone that can perfectly represent your values is vital.
Hard skills will also be evaluated to ensure that the candidate can provide you with the knowledge to help your business grow and meet objectives. There are many ways in which you are able to do this, and most employers will opt to have a short online test that candidates will have to complete. Alternatively, many employers will ask their candidates to present their skills through a presentation during their interview, or discuss how they would tackle a specific project. If this is something that you implement, then be sure to give your candidate time to be creative.
When devising your talent acquisition strategy, there are many steps that you will need to take to ensure that your recruitment remains organised and that you can achieve your goals and objectives. These steps may include:
1. Sourcing your talent
Identify social networks where your talent will be, whether that is online platforms or industry conferences/events. This will allow you to network with your target audience and build relationships with candidates and strength your pipelines for potential hires.
2. Interviewing your talent
The interview step of any role is vital, as it gives you the opportunity to meet the candidate, understand more about what they can bring your business, and allow you to portray what your business can provide the candidate in terms of skills and career prospects. You will first need to identify the top three or five candidates to interview, which can be done through multiple processes. When working with our recruitment specialists in Leeds and the surrounding areas, you can expect the following processes to be implemented in your recruitment strategy:
3. Check talent references
A candidate that seems too good to be true can lure employers into skipping the step of referencing and vetting. However, unfortunately, some candidates will provide false information on their CV and during their interview, so referencing can help you highlight whether this is the case. Speaking with past employers can give you a better understanding as to how the candidate works and what they can bring to a team.
4. Hire your talent
Making the final decision can be daunting, but this pressure can easily be taken away by identifying your goals. By doing so, you are able to acknowledge whether the candidate fits in these objectives and whether they are able to help your business to grow. If a candidate is not viable for the business or you feel as though you may have made a wrongful hire, then a three-month probation period will come in handy.
Using Talent Acquisition Management For Successful Recruitment
Recruitment can be one of the hardest and most tedious tasks when growing your business, but it is important to take your time in finding candidates to improve your chances of success. While talent acquisition strategies can take time to perfect, it can completely transform your recruitment process, so it is well worth the efforts in designing a strategy that works for your business. If you require guidance and wish to reduce wasted time and internal resources on recruiting, then why not contact our team for help? Focus Group is one of the leading recruitment companies in London, and our team of specialists have devised a professional and specialist process to help you succeed in your recruitment.