as published on Staffing Industry Analysts
Talent acquisition is much more than hiring a candidate for an open role; employers today must anticipate the constant changes in hiring trends. Talent acquisition strategies should take into account both the organization’s recruiting needs and tomorrow’s hiring demands. To remain competitive, employers and staffing organizations must consistently be up to speed with trends and technology that benefit the talent acquisition process. Here are a few things to consider to be ahead of the curve.
Understand DE&I. Diversity, equity and inclusion is a significant topic with employers and job seekers alike, which is why hiring managers should take this opportunity to expand their knowledge on DEI. Job boards nowadays show many companies hiring for diversity. Further, a recent survey by the Society for Human Resource Management found that 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates.
To promote diversity in the hiring process, companies should focus on core competencies rather than on the educational background of applicants. Because people of diversity do not always have access to top education, recruiters must take into consideration training certifications, job-related experience, and relevant skills. Apart from this, many organizations have shifted to a remote and hybrid work setup due to the pandemic. This means that more remote-friendly roles are accessible to people with disabilities and veterans.
Global recruitment. Another advantage of remote work is that organizations are realizing that they are no longer limited to local talent. This gives employers the capacity to hire from anywhere, increasing recruiters’ ability to source the skills they need while saving on salary costs. While this broadens recruitment reach, it also means that companies should put more thought into how geographic location will affect pay grades and other work requirements.
Companies should make considerations for international compensation and benefits. When hiring international talent, it’s important to understand the best practices from each country that talent is being recruited from. Economy, market, culture, and most importantly, laws and policies, must be taken into account. This ensures that companies avoid penalties and can make informed decisions in terms of global benefits. It may be a tedious task for most organizations and it’s advisable to consider consulting the experts and outsourcing this process.
Internal and external networking. Marketing can be an employer’s best friend when seeking the best talent. Using different channels to tap into the most qualified professionals is key to having a pool of quality candidates. Organizations must consider investing in a marketing team to build the brand, promote culture, boost job postings, and stay on top of market trends.
Employee referrals and word of mouth are also a highly effective recruitment strategy. According to Harvard Business Review, “employee referrals are significantly better when the referrer and candidate know each other well, compared to when they have a weaker connection. In fact, when the two know each other only through social media, the hiring outcome is not any better than that of candidates with no referral at all.”
Revolutionizing hiring. Technology brings a number of advantages when it comes to recruiting. Jobvite discovered in its 2020 Recruiter Nation survey that 53% of companies have conducted half or more of their applicant interviews through video. Automation, on the other hand, helps ease the workload, saves time, and promotes quality and consistency. Applicant tracking systems can schedule interviews and gather feedback from hiring managers while talent assessment software offers additional visibility into candidates’ behavioral styles.
Technology such as machine learning or artificial intelligence can provide more objective means and improve results in the hiring process. AI assessments can help find candidates with skills or experience that recruiters may overlook. AI also analyzes data such as video interviews by scanning candidates’ facial expressions, language, and word choice. It can be used for chatbots and provide data or predictive analytics that will suggest appropriate language to attract candidates.
Use Today to Get Ready for Tomorrow
The talent acquisition landscape is ever-changing and what works today may no longer work tomorrow. To stay ahead of the competition, it’s crucial for hiring managers, recruiters, and business owners to be agile and observant of hiring trends in order to achieve tomorrow’s talent acquisition needs.
as published on Staffing Industry Analysts
Talent acquisition is much more than hiring a candidate for an open role; employers today must anticipate the constant changes in hiring trends. Talent acquisition strategies should take into account both the organization’s recruiting needs and tomorrow’s hiring demands. To remain competitive, employers and staffing organizations must consistently be up to speed with trends and technology that benefit the talent acquisition process. Here are a few things to consider to be ahead of the curve.
Understand DE&I. Diversity, equity and inclusion is a significant topic with employers and job seekers alike, which is why hiring managers should take this opportunity to expand their knowledge on DEI. Job boards nowadays show many companies hiring for diversity. Further, a recent survey by the Society for Human Resource Management found that 57% of recruiters say their talent acquisition strategies are designed to attract diverse candidates.
To promote diversity in the hiring process, companies should focus on core competencies rather than on the educational background of applicants. Because people of diversity do not always have access to top education, recruiters must take into consideration training certifications, job-related experience, and relevant skills. Apart from this, many organizations have shifted to a remote and hybrid work setup due to the pandemic. This means that more remote-friendly roles are accessible to people with disabilities and veterans.
Global recruitment. Another advantage of remote work is that organizations are realizing that they are no longer limited to local talent. This gives employers the capacity to hire from anywhere, increasing recruiters’ ability to source the skills they need while saving on salary costs. While this broadens recruitment reach, it also means that companies should put more thought into how geographic location will affect pay grades and other work requirements.
Companies should make considerations for international compensation and benefits. When hiring international talent, it’s important to understand the best practices from each country that talent is being recruited from. Economy, market, culture, and most importantly, laws and policies, must be taken into account. This ensures that companies avoid penalties and can make informed decisions in terms of global benefits. It may be a tedious task for most organizations and it’s advisable to consider consulting the experts and outsourcing this process.
Internal and external networking. Marketing can be an employer’s best friend when seeking the best talent. Using different channels to tap into the most qualified professionals is key to having a pool of quality candidates. Organizations must consider investing in a marketing team to build the brand, promote culture, boost job postings, and stay on top of market trends.
Employee referrals and word of mouth are also a highly effective recruitment strategy. According to Harvard Business Review, “employee referrals are significantly better when the referrer and candidate know each other well, compared to when they have a weaker connection. In fact, when the two know each other only through social media, the hiring outcome is not any better than that of candidates with no referral at all.”
Revolutionizing hiring. Technology brings a number of advantages when it comes to recruiting. Jobvite discovered in its 2020 Recruiter Nation survey that 53% of companies have conducted half or more of their applicant interviews through video. Automation, on the other hand, helps ease the workload, saves time, and promotes quality and consistency. Applicant tracking systems can schedule interviews and gather feedback from hiring managers while talent assessment software offers additional visibility into candidates’ behavioral styles.
Technology such as machine learning or artificial intelligence can provide more objective means and improve results in the hiring process. AI assessments can help find candidates with skills or experience that recruiters may overlook. AI also analyzes data such as video interviews by scanning candidates’ facial expressions, language, and word choice. It can be used for chatbots and provide data or predictive analytics that will suggest appropriate language to attract candidates.
Use Today to Get Ready for Tomorrow
The talent acquisition landscape is ever-changing and what works today may no longer work tomorrow. To stay ahead of the competition, it’s crucial for hiring managers, recruiters, and business owners to be agile and observant of hiring trends in order to achieve tomorrow’s talent acquisition needs.