Organisations are continuously trying to improve and revolutionise their talent strategies, whether it’s investing in new technology to screen candidates or partner with specialist agencies to find the crème de la crème of talent.
Attracting and retaining incredible talent takes time, patience, and (of course) an incredible company that truly values, respects, and nurtures its employees. The hiring market is full of interesting twists and turns - and now that we enter a new quarter, organisations once more need to shift how they will attract and retain talent.
Given the fact that 67% of companies don’t have a dedicated role in their talent acquisition team to focus on recruitment marketing, it’s a great opportunity for you to thrive.
Although there are basic fundamental rules that can apply to each industry and how they hire, there are still nuanced approaches that vary on industry, seniority, and company size. We’ve worked in the talent acquisition place for a very long time (10+ years!) so we’re very qualified to be able to advise on a topic like this.
We’re going to break down the 5 key things any organisation needs within a talent attraction plan in today’s market.
1.) Online presence
In a world where the majority of our lives are spent online, you want to ensure that your online presence doesn’t fall short, especially if your competition is ahead in this area. Building a strong online presence can take time, but equally you can create a basic presence fairly quickly to establish yourself as a brand and have online accessibility for potential talent. Some examples include:
- A basic website that has information on the organisation, roles that are available, team structure, what the company does, case studies (where applicable) and information on benefits and company culture.
- LinkedIn: Create a company LinkedIn page as well as open roles through LinkedIn, so candidates can find your company quicker.
- Social media: Depending on your organisation and the demographic of talent you want to attract, you may want to have a think about creating platforms such as Instagram and TikTok that may be used for talent attraction purposes.
2.) Effective communication and collaboration
Whether you conduct all of your hiring in-house or you use an external talent partner, you need to ensure that there is effective communication and collaboration across teams. Particularly with talent attraction, this is considered a ‘long game’ approach as it doesn’t always result in immediate hiring. Your collaboration efforts should not just be within a recruitment or HR function. Think about how this can extend to your marketing team in-house or even an external branding agency that can elevate your organisation and make you more attractive to potential candidates.
3.) A structured screening process is in place
Don’t let your talent attraction efforts be in vain. Instead, focus on having a screening process that is understood and implemented by all, so when candidates come in for an interview they are all having the same questions and experience. Once again, your talent attraction shouldn’t be in vain - you have to ensure that your process is clear and regimented to give all candidates the best chance of success.
If you’ve never created a screening process before and you’re unsure of what questions to ask, work with an external recruitment partner who can guide you in the early stages. Essentially, they will upskill you and the rest of the team involved in hiring so you can make a positive impact.
4.) D&I initiatives
Particularly in today’s market, D&I is an expectation as opposed to a ‘nice to have’. If you want to attract high-quality talent into your organisation, you need to be aware of what you’re doing well with D&I but equally what you need to improve on.
Trying to tackle this alone can be difficult, especially if you don’t already have an understanding of D&I and how complex it can get. Our recommendation would be to work with a talent partner who understands the importance of D&I from a hiring perspective. Also, work with external D&I consultants/consultancies who can set you up with a D&I strategy that has longevity and impact.
5.) Regular analysis of recruitment data
Having a data-driven approach to talent attraction and talent acquisition is going to be paramount for the success of your organisation and how you hire. Understanding metrics such as time to hire, tenure, offer acceptance, offer rejection, and demographics that you’re commonly hiring are all key data points to measure. This will evidence to you not only how effective your hiring is, but also where your gaps are and how you can improve this in the talent attraction stage of the process.
In summary, strategic sourcing takes time and money to ensure that you can yield the best results. It’s important that whoever you choose to partner with to help you with your sourcing is not just credible but also has an understanding of the market as it is today. We are proud to have worked with hundreds of organisations globally on their talent strategies, gaining them incredible results and sourcing them high-quality talent.
Reach out directly to one of our specialist consultants today for more information on how Orbis Group can help you elevate your current talent attraction strategy.
