talent acquisition

Talent acquisition is always at the back of the minds of employers and recruiters around the world. According to recent data, 75% of HR professionals said that there is a significant skill gap among their applicants compared to what they’re looking for. With more than 90% of employers looking for new talent in 2021, now’s the time to rethink your talent acquisition pipeline to hire the best talent for your company.

Additional findings showcased that 68% of employers use job boards like Jobs OneGlobe to acquire talent, with 68% using one-on-one interviews to assess individual candidates before deciding on whether or not to hire them. Let’s discuss the value of reinventing your hiring pipeline and some of the most practical ways to transform the way you acquire and retain talent in 2022 with Jobs OneGlobe.

The Value of Establishing a Solid Talent Acquisition Strategy

There is real value to be found in establishing a reliable talent acquisition strategy for your business. After all, your business will only be as successful as its employees are content with their employment status. According to published statistics, 50% of job candidates stated that they wouldn’t work for a company with a bad reputation. 80% of recruiters have thus stated that employer branding has a significant role in hiring great talent.

Reinventing your hiring strategy starts with an internal audit. What’s the current brand reputation of your company like? Are there any lingering PR issues or ex-employee discontent that you should address? Hiring good people for your business always begins by ensuring that your business is a good place to work in the first place. Here’s how you benefit from establishing a worthwhile talent acquisition strategy for your company:

  • Easier and faster to hire talent through online job boards like Jobs OneGlobe
  • Retain talent for longer and open up leadership grooming opportunities
  • Establish a welcoming, diverse, and tolerant work culture in your company
  • Hire exactly the kinds of people you wanted to in the first place
  • Spend less time and resources on hiring and more on training and onboarding

Nothing we do is more important than hiring and developing people.
At the end of the day, you bet on people, not strategies
.” – Lawrence Bossidy

1. Be Upfront About your Job Listings

The best way to kick-start your talent acquisition strategy and reinvent it is to start writing more informative and transparent job listings. Detailed job listings which contain all the necessary information for someone to decide whether or not they want to apply for a job are a must in 2022.

According to Small Biz Genius, 83% of job candidates would greatly appreciate job listings with clear timelines for hiring, for example. With 73% of job seekers attesting to the fact that looking for a job is very stressful, being upfront about a job vacancy is a win-win situation. Provide your prospective candidates with as much info as you can about a job listing and you’ll find the right people for your company far more quickly than you could otherwise.

78 talent acquisition1 5 Easy Ways to Transform your Talent Acquisition Strategy in 2022
Good talent acquisition will lead to great team synergy and high productivity. Always take the time to hire the right people instead of making rash decisions to hire someone and fill the job vacancy quickly!

2. Ask your Job Candidates the Right Questions

Job interviews are an integral part of talent acquisition no matter how experienced you may be at hiring people. These are great chances for you to spot red flags with candidates and to ensure that the right candidate finds their way into your company. Every candidate will be different and you need to adjust your approach.

Some candidates will be recent graduates while others will be senior professionals with years of experience in the field. Don’t interview each candidate the same way – learn to read their CVs and figure out which interview questions are best suited to the situation. By avoiding generic questions and focusing on the right ones, you’ll find proper candidates more efficiently.

The competition to hire the best will increase in the years ahead.
Companies that give extra flexibility to their employees will have the edge in this area
.” – Bill Gates

3. Diversify your Hiring Strategy

Diversifying your hiring strategy is extremely important as we move further into the 2020s. According to Fit Small Business, more than 75% of job candidates said that a diverse workforce is crucial for them when looking for work. Additional data indicates that 41% of Black and LGBTQ job candidates don’t apply for job positions in companies that lack a clear diversity culture.

Talent acquisition in the corporate world is slowly shifting toward higher diversity and your company can follow suit. By annunciating the fact that everyone is welcome in your company regardless of their gender, religion, race, or lifestyle choices, you’ll gain far more job applicants than ever before. This will in turn lead to you having a wider talent pool to work with which will make your talent acquisition smoother.

4. Build Brand Loyalty Early On

Brand loyalty is an important element of retaining the talent you’ve hired. There’s no point in hiring people only for them to leave your company due to them being mistreated or their jobs being different than advertised. Employee engagement can help you follow up on your talent acquisition with healthy engagement and care for your employees.

You can retain employees from your talent acquisition by enabling them to train and develop new skills, visit professional seminars, and otherwise grow as professionals. Avoid micromanagement and show employees that you trust them to do the jobs they were hired for. Most importantly, provide them with ample employment benefits such as performance bonuses, gifts, and perks outside the job itself. This will slowly build brand loyalty with your staff and ensure that they don’t leave your company for better pay down the line.

5. Embrace a Bottom-Up Culture

Bottom-up cultures have become an industry staple for many startups and small-scale businesses worldwide. What bottom-up culture entails is the notion that staff can make certain decisions and affect the way projects develop. It also allows the staff to voice their concerns, share feedback, and offer tips and suggestions to managerial staff on how to manage the office better.

Bottom-up cultures are inherently teamwork-oriented and they can add a lot to your talent acquisition philosophy. By treating your coworkers as equals, as people who are just like yourself, you’ll gain a lot of trust and respect from them. Bottom-up culture doesn’t mean that your hands as a manager are tied. It means that people who work with you are free to speak their minds without fearing corporate retribution. In that sense, it is an extremely valuable addition to any business willing to go out of its way to treat its employees fairly.

It doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.” – Steve Jobs

Implementing your Talent Acquisition Strategy with Jobs OneGlobe

Once you’ve rethought your talent acquisition pipeline, you can use Jobs OneGlobe to create new job listings and start hiring candidates. Keep in mind that you should always follow through on the promises you’ve set out in your initial job listings.

Candidates can only go off of what they’ve found out about the vacancy from the listing and they won’t appreciate it if you change their job descriptions when they’re hired. Moreover, this can lead to high turnover and difficulties for your company to retain any talent for a longer period. Work on solidifying your talent acquisition strategy and stick to it and your company will prosper as a result.

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