BEING A TALENT ACQUISITION ADVISOR

?Every employee plays a role in changing organizational culture, but at the end of the day, leaders have the power to make or break it; the decisions they make have a cascading effect on employee involvement and performance, all of which have a significant impact on the company performance.

How is Recruitment different from Talent Acquisition

While recruiting addresses a company's immediate employment needs, talent acquisition is focused on the organization's long-term HR strategy. As part of the talent acquisition assignment, recruiters, sourcing agencies, HR experts, and hiring managers are involved in sourcing, attracting, interviewing, hiring, and onboarding people.

Recruiting is one component of talent acquisition, which involves selecting and hiring a candidate to fill a job opening. Rather than simply filling available positions, the talent acquisition process takes a step further and runs continuously to discover the best individuals for future positions that may be more difficult to fill, such as executive-level positions, leadership roles, or occupations that require specialized training.

The strategy of Talent Acquisition

Talent acquisition experts must be persistent and resilient in their pursuit for talented people to be successful. They must market the company's jobs to promising candidates and its stakeholders. Having a great talent acquisition plan may undoubtedly help the organization reach its human resource goals, despite how difficult it may be.

Winning Talent Acquisition Strategy includes:

Employer Branding

According to LinkedIn, 80% of leaders agree that employer brand has a significant impact on their ability to hire great talent. More suitable candidates for a job get offers from multiple companies. These candidates then compare corporate cultures and a company's overall appeal. Therefore, employer branding is necessary to attract the best talent for the company's long-term success.

Data-driven Approach

A data-driven strategy is essential to ensure the efficiency and success of talent acquisition. Selling a company's jobs to prospects is similar to selling things to customers. As a result, talent acquisition must function similarly to a marketing campaign. Data-driven talent acquisition is unquestionably more effective.

How is this relevant?

Data can be utilized to determine where a company's top talent originated from, allowing talent acquisition efforts to be focused on the most effective sources.

Outreach

In order to find distinct professional profiles and skillsets, talent acquisition experts must broaden their sourcing strategies and employ a variety of outreach approaches. Instead of sifting through LinkedIn, they must determine the ideal area to hunt for specific capabilities, such as specialized job boards or networking sector events and conferences, to diversify their sourcing technique.

When it comes to sourcing, HR technology may be a great ally—using a recruitment platform that allows you to automatically multi-post your job vacancies across many job boards, and social media channels might be crucial in attracting the top candidates.