Recruiting is broken, or is it?

In a world where the war for talent is more important than ever, it's time to take a close look at our recruiting practices. It's time to ask ourselves: is recruiting really broken, or are we just not using the right strategies and tools?

The truth is, recruiting is only broken if we're not willing to change the way we do things. That means adopting new strategies, investing in the right tools, ensuring candidates are treated like customers, and rethinking how we evaluate candidates to find the best diverse match for our open positions for today and tomorrow.

If we're willing to put in the work, there's no reason why recruiting can't be a success. Let's take a closer look at what it will take to fix recruitment and ensure that our organizations can identify, attract, engage, win and retain the best talent.

It starts with having a Talent Acquisition philosophy.

Talented employees hold the key to success for any organization. Yet, many organizations are too caught up in their day-to-day operations to recognize when capitalizing on these hidden gems would boost productivity and morale. Sadly, some of these same organizations preach about stemming the talent deluge but fail to put the necessary strategies in place to back their hype. They lack practical tools to help measure talent and don’t adequately monitor performance or hold their teams accountable for making hiring a priority. This sad reality means many potential opportunities could be slipping away from those needing them most. As a business leader, it should be a top priority to come up with compelling solutions and take a firm stance on turning the talk of talented personnel into actionable, meaningful business results.

A talent acquisition philosophy is a set of guiding principles shaping how an organization identifies, attracts, and hires talent. At the executive level, building a talent acquisition philosophy involves considering the overall direction and goals of the organization, as well as the specific needs and characteristics of the workforce.

Here are some steps to help you build a talent acquisition philosophy at the executive level:

1. Define your organization's mission, vision, and values: These are the fundamental principles that guide the direction and purpose of your organization. Your talent acquisition philosophy should be aligned with and support these principles.
2. Identify your business goals and priorities: Understanding your organization's strategic objectives will help you determine the types of talent you need to achieve them. For example, if you are focused on growth, you may need to prioritize hiring and developing sales and marketing talent.
3. Assess your current talent: Conduct a thorough analysis of your current workforce to identify gaps or strengths. This will help you determine where to focus your talent acquisition efforts.
4. Determine your talent acquisition approach: Based on your mission, vision, values, business goals, and current talent, decide on the approach you want to take to identifying, attracting, engaging, assessing, acquiring and nurturing talent.
5. Communicate your talent acquisition philosophy: Once you have developed it, it is essential to communicate it to your employees and stakeholders. This will help ensure everyone is aligned and working towards the same goals.

It is also essential to regularly review and revise your talent acquisition philosophy as your organization's needs and goals evolve. As your company grows, so does the philosophy on identifying, attracting, assessing, selecting, winning, and retaining talent.

Rethink your Talent Acquisition technology

Talent acquisition technology is critical to an organization's attracting, hiring, and retaining top talent. In today's fast-paced and competitive job market, organizations need to have a well-functioning talent acquisition system to ensure that they can identify and hire the best candidates in a timely and efficient manner.

There are several reasons why organizations may need to re-evaluate their talent acquisition technology. First and foremost, the organization's needs may have changed over time. For example, the organization may have grown significantly, resulting in a need for more robust and scalable technology solutions. Additionally, the organization may have changed its focus or goals, requiring different tools and capabilities in its talent acquisition system.

Another reason to re-evaluate talent acquisition technology is the rapid pace of technological change. New technologies and tools are constantly emerging, and organizations must stay up-to-date and take advantage of these advances to remain competitive in the marketplace. Re-evaluating talent acquisition technology can help organizations identify gaps in their current systems and find solutions that better meet their needs.

Finally, re-evaluating talent acquisition technology can help organizations improve their hiring process. Organizations can streamline their processes and improve the candidate experience by identifying inefficiencies and bottlenecks in the system. This can ultimately lead to a more prosperous and productive hiring process, which can benefit the organization in the long run.

Here are some game-changing tools to consider for your talent acquisition suite:

Talent Intelligence

AI Recruitment Assistant

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Insights and Reporting

Organize your Talent Acquisition teams differently and up-skill them

Sourcers are in the perfect position to transform their skillset for maximum potential. They can take on a new capacity level by gaining deeper talent intelligence, sourcing strategies tailored to their company goals, and awareness around the organization’s culture and location needs, including diversity. Taking these steps will enable Sourcers to curate information more effectively while building sourcing playbooks and competing in the global talent landscape with accuracy. Plus, they can be strategic agents of change by resurrecting historical candidates and discovering market shifts such as layoffs and changes in leadership at competitors, all thanks to their newfound intelligence insights.?Skill up and prove your worth through information!

Re-skilling Recruiters can position themselves to be powerful advocates for candidates. Deepening their mastery of the following key competencies is critical: empathy, collaboration, business acumen, and system thinking. By taking these vital steps now, organizations are securing best practices in recruitment that will rouse them ahead of innovation and market developments. Here is an article I published on what recruiters can do to future proof themselves

Coordinators are in an unrivaled position to take ownership of the candidate's journey. By leading charmed engagements and inspiring interactions, coordinators become guides for candidates, seamlessly ushering them through their journeys with hopes of employment. However, this is different from where their influence ends! Coordinators now have the opportunity to reskill into super brand ambassadors and proactively look for ways to bridge the gap between it’s organization's aspirations and its passive candidates. What an exciting opportunity to lead initiatives and shape a progressive culture that values employee experience from opposite angles: dynamic, active candidates and engaged vigilant passives.

At the end of the day, it’s important to have a philosophy for talent acquisition that you can easily explain to your team. This will help ensure everyone is on the same page and working towards the same goal. You should also re-evaluate your suite of technology regularly to make sure it’s still meeting your needs, and look for ways to up-skill your teams so they can be as effective as possible. By following these steps, you can build an amazing team that will help take your business to new heights.