How to develop a talent attraction strategy
Recently, many companies have become suffering from a severe shortage of talent, as figures indicate that 69% of companies suffer from this problem, which is the highest percentage in the past fifteen years. It is also estimated that there will be 97 million job vacancies over the next three years, so having a solid talent acquisition strategy is more important than ever.
Attracting, hiring and retaining the best talent is a difficult task that requires financial and strategic resources, as company growth depends on re-evaluating talent needs, a process that must be consistent with the company’s vision and mission.
In this article, we will review what a talent acquisition strategy looks like, and how to develop this strategy.
What is the talent attraction strategy?
Having a talent attraction strategy helps organizations obtain, attract, and retain the best talent that fits the organization’s culture. This strategy can also give the organization greater value and help it achieve its long-term goals. This requires a lot of planning, evaluation, analysis, and marketing. The talent acquisition team is often a small part of an organization's human resources department.
Statistics indicate that a large number of employees left their jobs voluntarily during the pandemic, especially in the hospitality, retail and healthcare sectors. There are predictions that by 2030, there will be a global human talent shortage of more than 85 million people. A common mistake in dealing with a problem like this is to hire just to fill vacancies as quickly as possible, even though this procedure leads to high rates of decline in performance because employees hired just to fill vacancies may not be consistent with the company's future goals.
Therefore, successful talent acquisition takes a more holistic approach to recruitment, which helps develop a more committed workforce.
Here are some steps to develop a successful talent acquisition strategy for your organization.
1- Manpower planning
Strategic workforce planning can help organizations ensure that the right people are in the right roles and at the right time, preventing over- or understaffing. Workforce planning is essential for many reasons, including an aging workforce, cost savings, time management, and flexibility.
2- Accurate job description
Clarity about the skills required for each role helps attract the right candidates, so make sure job descriptions are accurate and up-to-date. Also, it is important to be flexible when searching for candidates.
3- Attracting talent
This is divided into two parts:
First - building a network of sources to attract talent
Attracting the right talent is one of the most important talent acquisition strategies to focus on. In order to build strong talent sourcing, you should consider looking to alternative sources, such as specialized online social platforms or connecting with candidates who are not actively looking for a new job. Also, professional relationships and cooperation with universities and colleges enable you to communicate with candidates early and get to know them beyond their CVs.
Second - enhancing the image of the facility
Candidates often research companies to see if they are a good fit for the job. They check your social media accounts, visit your job postings page, and check what current and former employees have to say about your company on sites like Glassdoor. So having your company have a good image and reputation and showing this in all your accounts and website online is essential, which is why 57% of large organizations are now investing in campaigns aimed at promoting the company’s image.
4- Selection process
The selection process helps organizations source and hire the best candidates for each vacant position. This is a process that goes through sequential steps that begin with the announcement of the vacant position. Here are the steps in the selection process:
- Apply for the vacant position
- Pre-screening and selection
- the interview
- Evaluation
- Review and verify experiences
- Make decision
- Job offer and contract
A solid selection process is essential in any talent acquisition strategy to attract the right candidates because it ensures that talented applicants are in the final stages of landing the job as efficiently as possible.
5- Recruitment and preparation
Once a candidate receives an offer, accepts it, and is officially hired by the company, the onboarding process begins with welcoming them to the company, and introducing them to the team (either virtually or in person) before they even start their first day of work.
This behavior will leave a strong first impression on the new employee, which will motivate him and increase his enthusiasm to start his new role. So the onboarding process is an essential part of the employee lifecycle and sets the foundation for the rest of that employee's journey with you.
Source: https://www.aihr.com/blog/talent-acquisition-strategy/
