5 keys to talent acquisition in a competitive market

There are five important steps organisations should take to improve talent acquisition

There are five important steps organisations should take to improve talent acquisition and ensure they are reaching the best candidate target market, according to Korn Ferry Futurestep.

With Australia’s unemployment rate recently falling to its lowest rate since 2013 and a steadying of the jobs market, combined with increased development and opportunities of more job roles, top tier candidates can afford to be more selective, said Stephanie Edwards, vice president, RPO & projects, ANZ, Korn Ferry Futurestep.

“This means it is more essential than ever for organisations to equip themselves with comprehensive recruitment strategies to stand out from their competitors and ensure they are a desirable option to top tier talent,” she said.

“It is now more important than ever for organisations to equip themselves with comprehensive recruitment strategies to attract and secure a pipeline of top tier talent who can now be increasingly selective in their job choices making it much more competitive for businesses to hire their ideal candidates.”

Talent acquisition and retaining outstanding talent will continue to be a top priority for businesses, according to Edwards, who outlined five steps organisations can take in order to attract and secure the best talent:

1. Develop talent acquisition teams. Preparation for filling job roles that will be required in the future is vital. Best in class talent acquisition teams need to be prepared with refreshed job profiles and the tools to match candidates with their ideal roles.

These will look to not only match the skills and experiences of top talent but will also look at culture and development opportunities that candidates search for – matching them with the roles they are most suited for.

2. Be flexible, go mobile. Mobile technologies have significantly impacted talent management.

Flexible working is now supported thanks to developments in technology such as Bring Your Own Device (BYOD) and the cloud, allowing employees increased autonomy on when and where they work.

Such developments can be particularly appealing to those with family commitments or long commutes and is therefore a tools for keeping staff engaged, facilitating them to work in a way that is best for them whilst still benefiting the business.

Additionally, almost 50 per cent of job seekers globally now search and apply for jobs using a mobile device, according to Indeed research.

However despite this popularity, many organisations are failing to upgrade their careers site to be mobile-ready and are consequently missing out on reaching a number of potential candidates.

Putting mobile technologies at the forefront of the recruiting agenda will ensure businesses are expanding their outreach to a larger talent pool whilst enhancing their candidate experience through increased functionality and ease of access.

3. Reputation is key. The battle for talent constantly intensifies with more recorded cases of employers that have recruited admitting they had had job offers rejected by a candidate.

As such, it is crucial that organisations don’t forget the importance of tailoring the message, channels and using engaging tools to reach their audience via their employer branding activities.

Instead of thinking of employer branding as a separate strand of activity, there is a need for a more holistic approach. HR and marketing must recognise the importance of working together to create a robust, engaging and inspiring employer brand that will attract talent and support, not only the talent strategy, but the overall business goals of the company.

4. Embrace innovation. When it comes to screening and assessing applicants there needs to be a balance between the efficiency of the assessments and the quality of contact businesses have with prospective candidates.

Using innovative methods such as video interviewing or automated scheduling tools can be highly efficient and engaging experiences with the latter giving candidates some ownership of the process. Moreover, streamlining the process using mobile and tablet optimised technology will make the process simpler for those submitting multiple applications.

Gamification is also becoming increasingly more important for a more dynamic candidate experience and also for candidates to quickly filter themselves in or out of the recruitment process.

5. Future-thinking. Before you know it, generations Y and Z will be entering the workforce. As they are known for their digital prowess, it is important to have a strong presence on social media channels.

Sharing news and stories will allow graduates to understand what opportunities are available, as well as offer insight into the company’s culture. Posting photos on team projects to show the manpower behind the company and highlighting the work that they produce also helps to engage graduates and present the business as a desirable place to work.

By doing this effectively, students will be engaged pre-graduation. Consequently, companies need to ensure they are presenting themselves to the best of their ability, which begins with the company’s website.

Candidates will use this as their first point of reference when job hunting, therefore it is important to have a strong, stand-out brand identity enabling graduates to identify whether a company is the right one for them.

Image source: iStock