FOR GLOBAL TALENT ACQUISITION '22

It's global talent acquisition?day - we celebrate all talent specialists, recruiters, hiring managers, and those working round the clock to improve the entire process but more so here are to everyone involved in the talent acquisition cycle who does not conform to traditional systems. Maybe give your recruiters/talent specialist a gift (no coffee mugs this year please). Here are some of the things from me to my fellow talent acquisition specialists not to forget.

1. Diversity Equity and Inclusion -?If your company wants to truly be a place where innovation and ingenuity thrive, then diversity, equity, and inclusion serve as your foundation. Your culture thrives on it and it is the very first layer of your hiring plan - not just talking about gender or race - how does your company support?people living with disabilities? I recently recruited a CFO - a stand-out candidate from several candidates I got to see. However, because the company did not have this at the base of their people plan from facilities to tools to working resources were not readily in place to make this talent seamlessly get into the role. Talent specialists need to work with the entire people team and management to run a disability workforce assessment program; it's not the entire solution but it's a starting point. Don't forget to run a check on every other thing like gender and race. Most importantly make sure you’ve built equitable practices throughout your organization, leading more diverse, well-represented teams, and that talent feels included in your company.
2. Enough of the war on talent: It's not a war if we keep on recycling the same talent and now is it? and now we have boomerang employees. We can't keep using these cliche terms to show how hard it has become to source talent and year after year no change in sight, no innovative?strategy - still same?career fairs and we're all jumping into same pool. It's muddy by the way. So instead of focusing on being a 'winning general' in this war. I believe every company should have its talent upskilling programs that not only run for present employees but also for future hiring. With a focus on Africa - Nigeria especially, not sure how many companies have an alliance with the educational institutions to bring in graduate trainees that can between 1 to 2 years become trained associates to start supporting projects and in a couple of years become Leaders. And while a lot of CEOs and Managers see this as a risk there's that saying that goes If you train/upskill your employees, they’ll leave and you have ambassadors to?always point to—but don’t train them at all and, 'lucky you, they stay. Well, not such a smart move.?About 75% of talent acquisition professionals say there is a skills gap with job applicants, and 91% of managers believe employee learning programs can help close these gaps and build a sustainable employer brand and workforce.
3. On Technology - While there have been so many introductions of software and HRIS systems we must note in this line of work technology aids the work we do but can't own it completely. There's a cognitive ability to align both values, traits that go with the culture of the companies we represent or work for, and spotting those 'real' elements in a candidate's profile that no ATS can spot (sorry to sourcing specialists/recruiters who still basically search with keywords - can't tell you how many candidates you are missing in between). That being stated, never miss a chance to automate those clerical/administrative processes so it gives you the chance to do the real talent meeting and assessing and close on getting the best talents onboard.

Finally, as we reach the close of another quarter this is a great time to get all of the above infused into your hiring for the close of the year into 2023. May the force be with you.