HR Masterclass Series: High-level HR strategy training workshops
with topics ranging from Analytics, to HR Business Partnering, Coaching, Leadership, Agile Talent and more.
Review the 2020 masterclasses here »
As the recruitment landscape continues to change worldwide, employers are continually having to adapt their priorities when it comes to finding the right talent.
This is especially crucial for employers who are operating globally, who have to ensure they are updated about the key recruitment skills and challenges present in each region, according to a whitepaper by Jobatar and HRZone.
“We are currently in the midst of a major transformation in which recruitment is evolving into the new field of talent acquisition,” the whitepaper stated.
It identified some of the most important factors which all employers, particularly if they are large or are operating globally, need to take account to make their recruitment strategies successful.
1) Identifying the right talent that you need
Once firms are clear about the types of individuals they want on board, only then it can tailor its talent acquisition approach around recruiting these people, the whitepaper stated.
This is particularly critical when working across a large organisation or on a global stage, since it will never be possible to control all activities centrally, making it more important to clearly articulate the most vital aspects of an organisation’s talent requirements.
ALSO READ: 2015’s biggest recruitment challenges
2) Acquiring the right talent effectively and efficiently
Recruiting strategy tends to be about following best practice but talent acquisition processes need to be developed to meet a specific business’ needs.
A key development in this area is a shift from “push” to “pull-based” recruitment practices.
Old-style “push”-based approaches were about promoting a company’s vacancies to anyone who might be interested in them in the hope that enough people would apply.
New “pull”-based processes focus on getting the right people excited about a career within the company so that the organisation has access to a pool of pre-engaged and potentially partly pre-qualified talent.
3) The role of technology in talent acquisition processes
Firms should select and implement the appropriate technologies which will best enable the chosen processes.
Relevant technologies include social media, mobile, video interviewing, games and simulations.
4) Talent acquisition measures and analytics
A focus on measurment and analytics enables progress in implementing recruitment strategies.
In addition, it helps in undertaking particular activities to be monitored and where appropriate, improved.
5) Organising global talent acquisition
Standardisation and centralisation versus flexibility and decentralisation becomes particularly critical within a large company.
Such firms should consider maintaining centralised management and control of their employer brand, the choice and use of their recruiting system and other technologies, and the key measures to be used for evaluation, which can also provide some internal benchmarking across different geographies or business units.