July 08, 2019
Simple Improvements For Talent Acquisition
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I have had many conversations recently with candidates and hiring managers who are unhappy with the current practices in talent acquisition. The reliance on technology and shared services models have, in their words, taken the ‘human’ out of Human Resources. I do truly believe that technology is a big opportunity for us. I also believe a common employer brand is best promoted centrally. However, I do see a deterioration in the candidate experience, as well as the ability for department and local management to have influence on the candidate pool and the eventual hiring decision.
Below are some recommendations to consider as you navigate these challenges:
1. The hiring manager should own the hiring decision. As with executive search firms who are responsible for providing a high quality candidate slate for the client to chose from, HR/Talent acquisition should be responsible, and accountable, for a quality candidate slate, but ownership of the hire should be with the hiring manager.
2. While the screening tools in many job board companies can be seductive, we should be careful not to over do it. Again, a wide range of candidates, and increased hiring manager discretion, are necessary to the pursuit of ‘A’ level talent.
3. Decentralize the technology, allowing local hiring manager access to applicants so they may be able to identify outliers they want to interview.
4. Develop your own talent scouting operation and process. Like pro teams and colleges, actively scout the market to identify the best talent available, then go after them.
5. Obsess over your employer brand. It doesn’t take many negatives online to damage your reputation. And address potential issues before the individual leaves the building.
6. Take it all personally. It’s more than checking off a box on your to do list. Talent is the fuel that feeds the engine. Make sure it’s the best so your company performs at the highest level.
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