Why is the right talent not approaching your organisation? And what needs to be done to change that? Winning the right people requires any organisation to have a strong talent acquisition strategy and strong brand ambassadors.
All the talk of hiring talent isn't worth a dime if the organisation is pursuing an outdated recruitment strategy.
The value of talent is higher today than ever before. And now is the time to rethink your talent acquisition strategy and bring the best to your organisation.
Here are some tips to help you build your inclusive team strategy:
- Develop your HR brand
- Be considerate with talents
- Expand your business connections through social media
- Analyse statistics
- Hire an expert
If you haven't paid a lot of attention to your organisation’s HR brand before, it's time to consider it seriously. Develop a package of benefits and compensation for employees, think over what message your HR brand conveys to people. In the future, this will help answer the questions that many candidates have, for example: "Why do people like working for you?" or "What is special about your corporate culture?"
A clear HR brand message will attract talent. It's not enough to create an employer brand. Let everyone in the organisation embody your brand, that is, be a vehicle for its values. Help employees feel connected to the organisation's brand and tell them why it exists and what their role is in its mission.
If you treat all incoming talent with respect, they will show more genuine interest in your organisation. Keep your promises if you make them and be transparent. Do not hide the reason for the refusal: explain to the applicant what prevents you from choosing them. Applicants who had a good experience with the interview will recommend your organisation to their acquaintances, even if they did not pass the selection.
No doubt, to attract a talented employee, it is not enough to make a good impression at the interview - you need to make sure that it does not deteriorate in the workplace. Ensure that you keep your word and employees will be more loyal to the company. The employees involved, in turn, will attract new talent to the company who will also be trustworthy.
Use the power of social media to meet and communicate with potential employees to create your talent base. Here you can keep in touch with candidates - do not be afraid of dialogue, arouse interest in your work by giving them more information about your organisation. Instagram and YouTube are the most suitable for branding; Twitter can be great for posting short messages; for a direct search of job seekers, you can use LinkedIn or even Facebook.
It is the analysis of specific data that helps to make the right decisions. Hiring managers often keep statistics on the effectiveness of using various resources to attract people to the team (these are employment sites, company advertising at exhibitions, company website, etc.). In this way, you can identify the sources that brought in the organisation's most significant number of employees. The recruitment process will become much more efficient, and most importantly, the organisation will be able to save a lot of time and money on attracting candidates from sources with low returns.
Rethink your approach to promoting your company in the labour market. You can collaborate with a global PEO company that offers professional payroll services to help you find a diverse group of employees. The savings in time and speed of access to information become critical competitive advantages when you need to attract talents to your organisation.
When candidates compare organisations, more often they choose the best values, culture, and work-life balance rather than salary. Your brand manifests itself in the way current and potential employees see the company in the market. And that includes values, mission, culture, and work atmosphere, which can be talked about through all possible channels, reinforced by employees' experience and referrals.
Here’s to organisations who have an inclusive talent acquisition strategy!
PS: make sure to continue your diversity and inclusion actions when new talent is onboarded, find tips on onboarding here