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Strengthen Your Talent Acquisition Strategy

2021 has brought significant changes to the workplace. Individuals are working in different places, for one, but they’re also looking for different things from employment. The increased flexibility surrounding how and where we work has opened up space to examine why we work, and a paycheck is only part of the equation. This shift means HR departments need to spend some time strengthening their talent acquisition strategies in ways that are empathetic to what candidates are actually looking for in 21st-century jobs.

Here are three ways your business can restrategize its talent acquisition strategy to reflect the times:

It’s a Candidate Market

At the moment, there are more jobs than candidates. To attract good talent, organizations must make honest assessments of candidate’s needs without making any assumptions. Direct communication is the best way forward. Recruiters, managers, and HR staff need to ask candidates upfront what they’re looking for. Are they searching for upward mobility, professional development, or maybe flexibility? Transparency will help build relationships, and solid relationships will bring in great employees.

Candidate Experience for the Win

Another consequence of the prevailing candidate market is that the candidate experience matters. You can’t afford to leave candidates hanging with poor communication, vague dates or deadlines, or non-existent updates. When faced with these types of challenges, good candidates will simply look elsewhere. Candidates want a streamlined application process that doesn’t require duplicate work for resume information and background screening requirements. They want to be able to complete paperwork digitally from their own device at their convenience. A solid ATS that integrates all HR functions gives candidates a good first impression.

The Human Touch

Candidates are looking for both technology and a human touch. While your tech tools are critical to optimizing your processes and making the candidate experience smooth, this type of automation can also be impersonal and cold if allowed to stand alone. Recruiting great talent requires real connections between real people, so a combination of personal and tech interactions is optimal. For example, candidates can use the ATS to track their application as it moves through the process, but HR staff or other managers should reach out personally at specified touchpoints to see how the candidate is doing, answer questions, and provide reassurances. Your team is the only way to effectively communicate your mission, culture, and values; candidates need to hear from you.

Stating the Obvious

Talent acquisition is all about people. Your recruiting strategies need to reflect your commitment to investing in people.