Talent acquisition strategy covers the long-term goals and health of the entire hiring process. So it is no small task when it needs addressing. As such, it’s important to maintain an effective strategy for long-term business health.
When you’re looking to improve your talent acquisition strategy, there are some key points to invest in: candidate sourcing, diversity hiring, and the accessibility of your hiring process.
Revamp Candidate Sourcing
When you’re looking to revamp your talent acquisition strategy, start by expanding where you source the bulk of your candidates. Diversifying your candidate sourcing strategies will help you reach the best talent on the market. This includes leveraging posting sites and mining your previous candidates.
Making the best use of your job posting sites is a pivotal part of candidate sourcing strategies. To tap into the best candidate pool your job posting should include three key points:
- Quality keywords — Include keywords that are relevant to your position and likely on the radar for quality candidates.
- Clear instructions — Candidates should clearly see how to apply and know the next step in the hiring process after they do.
- Clear expectations — Be clear about the job expectations and what the position entails.
Additionally, consider aligning with your education and community partners through job fairs and campus recruitment to find new and emerging talent. These sources will allow you to make a direct connection with job seekers.
And don’t forget to reach out to passive talent — candidates already employed who are not actively searching for a new job but may be open to it given the right opportunity. As passive talent is not actively looking for work, you can reach these candidates best with quick and convenient hiring strategies, such as on-demand interviews that make the initial interview easy for candidates.
Show Your Commitment to People
An important aspect of every successful recruitment strategy is building on an employer brand that makes candidates want to apply for your company and work for you. This is best achieved by showing your applicants that you are committed to them as people through fair benefits and equal opportunity. As such, consider improving your DEI strategies. Not only will this help you build a people-first employer brand, but Gallup also found that diversity in the workplace leads to better employee engagement and higher financial performance. Implementing tools such as virtual interviews allow you to mitigate bias.
Never ignore competitive benefits and salary, of course. Companies today with the best employer brands offer their employees extensive incentives. Not only will better benefits and pay attract talent, but it will also show them that you’re invested in your employees.
Another great way to increase your talent pool is to make your hiring process as accessible to everyone as possible. This includes interviewing, recruitment, and even talent assessment. Whenever any stage of the process becomes inaccessible for a candidate, they’re completely lost to your candidate pool.
So, utilize tools that make the process available to as many people as possible. Traditional interviews are often barriers for many people, because:
- Not everyone can take time away from work to interview
- Not everyone is available during a 9-5 schedule
- The FFC noted that approximately 19 million Americans lack access to fixed broadband service at threshold speeds. So even video interviews are not accessible for everyone.
- Traditional interviewing methods often favor neurotypical applicants. Roughly 15-20% of the US are neurodivergent.
In contrast, virtual phone interviews allow you to offer an interview that candidates can approach on their own time. For first-hand experience with how an on-demand interview platform can help you revamp your talent acquisition strategy, get started with Qualifi today.