How To Attract Talents In a Talent-Driven Era

  • FOCUS ON ACTIVE CANDIDATES

Focusing on attracting active candidates will save time and money, candidates who applied directly to your vacancies posted on Social Media or job boards are prepared to change jobs, adopt so fast and learn quickly.

  • INTERNAL RECRUITMENT & PROMOTIONS

 Internal recruitment is when the candidate is recruited from within the company; the company will post the positions internally for a particular period to those employees who are interested in applying.  Only those who meet the requirements will be interviewed to select the best talent.

Recruiting internally has many advantages like:

  1. Less expensive and saves hiring time
  2. People are familiar with the business and how it operates so it will reduce training time
  3. Increases loyalty as well as productivity and it will provide opportunities for promotion within the business
  4. Candidates’ strengths and weaknesses are known
The lack of talented candidates in the market led to a fierce competition between employers to attract talents.
The lack of talented candidates in the market led to a fierce competition between employers to attract talents
  • DEVELOP TALENTS FOR NOW AND LATER ( CAMPUS RECRUITING )

Contributing in the universities and colleges job fairs, internships and co-op programs will generate a pool of talents who are newly graduated or will be graduate soon. The advantages of hiring from this pool of talents are:

  1. They are new in the market and motivated
  2. They have new ideas
  3. They are ready to relocate
  4. They are willing to accept reasonable salaries
  5. They are updated with the latest technology
  • FLEXIBLE WORKING CONDITIONS

Many talents who have social/ educational responsibilities are eliminated from the workforce due to these responsibilities. As an employer by adopting the flexible working conditions and remote working for the roles that can be performed remotely you are enlarging your pool of talents and increasing your chances to find the right caliber.

  • DEVELOP AN EFFECTIVE ONBOARDING AND TALENT ENGAGEMENT PROGRAMS

We always hear “You never get a second chance to make a first impression” or “first impressions last,“ This is the case for the employers as well, new hires are active in the first 91 days of joining work. Employers should know that a well-designed onboarding process is an opportunity to retain these new joiners so investing in onboarding program is a factor to retain them.   It is important for these new joiners to understand their responsibilities and how they contribute to the organization’s big picture operations, besides the organization values, mission, vision, and culture.

Moreover, your program should include on the job training as well as training that are requested to facilitate the new employee’s work such as using certain systems or technology.

  • RECRUITMENT DATA

One of the most important strategies is tracking the effectiveness of your hiring process that will be achieved by conducting surveys and gathering data from hiring managers and employees who are involved in the process.

The communication about data collected accuracy to the team participating in the recruitment process should be done clearly. Since the importance of the accuracy of the data collected relies on the impact of this information in making decisions related to changes in the recruitment process, recruitment strategies to use in addition to when /how to spend recruitment budget.


Originally posted 2016-10-27 16:00:23.

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