How to future-proof your talent acquisition strategy?

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For any business to grow and succeed in the long-term, it’s important to have a good talent acquisition strategy in place. It can offer you the best way to build a strong pipeline of talent, who believe in your business, both for today and for whatever tomorrow might bring.

This is particularly true for talent at the top of the organisation. The risks get higher and the talent pools get smaller the further up the corporate ladder you go, so it’s vital to have a well-thought-through strategy in place ready for when senior, hard-to-replace employees leave. If you don’t, you could find yourself without crucial skills, experience and knowledge just when you need them most.

Whether you’re considering your options for creating a strategy or looking for ways to improve an existing one, here are our top tips for future-proofing your talent acquisition.

1. Recruit with the aim to retain and to build a pipeline of future talent

Everything you do with talent acquisition should directly link to your long-term business goals. Think about how your future talent pipeline can help you achieve those goals.

What kind of talent do you think you’ll need in the next few months and years? What types of people do you want to attract to your business to create the right culture and ethos? What senior roles do you need to have a succession plan in place for now, to ensure there’s no break in leadership? How can you speak to potential candidates in a way that makes them want to work for your company?

If you can answer these questions, you’re in a good place to start building a strategy which can future-proof your business.

2. Own your employer brand

That brings us nicely onto employer brand. Every business has an employer brand whether they’re in control of it or not. So it’s worth taking the time to decide what your story is.

Everything you do and say will affect people’s perception of your company. Talent attraction is about convincing candidates they want to work for you even if you’re not hiring for a specific role. You need to be talking about the things that matter the most to candidates – your culture, your values and the benefits of working for you – like flexible working options. You should also highlight how candidates can grow with your organisation – show them what the future could look like.

Talking to customers, clients and prospective employees can provide powerful insights into your brand and how it’s perceived in the market. Use those insights to become an employer of choice.

3. Streamline your recruitment process

You want to make it as simple as possible to apply, so that you don’t lose anyone on the journey. That includes everything from optimising your career site for mobile to ensuring you have robust processes in place for following up on applications easily and responding in a timely way.

In addition, if you can track your applications easily, it will be simpler to create a pipeline of future talent that you can call on when recruitment peaks unexpectedly or when a senior member of the team leaves.

4. Focus on data to help you deliver

The strongest talent acquisition strategies are built around data and insight. Analysis of available data can help to identify areas for improvement, enabling you to focus your efforts on key priorities. Let data do the hard work for you, so that you can identify hard-to-fill roles and see if they line up with surplus candidates in the talent pipeline. It can also help you to establish better ways to target top talent: by analysing data around your ideal candidate audience and what they want to hear or respond well to, you can target them more effectively, choosing which messages to amplify for which audiences.

5. Consider different sources and media

When you’re looking at how to approach candidates, step away from the traditional recruitment channels and think bigger.

You could use social media to talk to a more passive audience about your culture, values and employer brand. You could look at building or improving an employee referral scheme, which could use people who are already great advocates of your business to attract new candidates.

There could be niche channels that you haven’t considered – like networking events, conferences or specific online websites that candidates might be interested in. This could be especially helpful if you’re looking for interim leaders with the skills and expertise you need to fill critical shortfalls, run specific projects or cover for senior leaders when they are away from the business – they are hard to fine and you’ll have to take a broad approach to recruiting them.

6. Always be ready to adapt

Change is constant. From shifting platforms and media, to shifting perceptions in different generations, nothing stays the same forever. It’s good to keep an open mind and be ready to change the way you approach candidates if new data comes to light.

At Veredus, we provide a different approach to talent acquisition and retention, through the use of proven executive search and selection and interim management services.Find out more and let us help you with your recruitment needs today.