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January 9, 2018 
3 min read
The start of a new year is a perfect time to reflect on your recruitment strategies and adjust your hiring approach to implement modifications or investments to set your company up for a successful new year. Are you ready for what your organization will encounter in 2018? According to PwC, only 34 percent of CEOs feel that HR is well-prepared for the challenges ahead.
Talent acquisition is the key to organizational success and profitability, yet 93 percent of CEOs find that they need to change their strategy for attracting and retaining talent. However, 61 percent don’t know where to start.
Here are some key points to consider when determining your top talent acquisition new year’s resolutions for 2018:
Research from iCIMS found that recruiters report spending an average of five or more hours a week related to manual and redundant data entry. For those who work a typical 9-5 workday, that’s almost an entire day dedicated to a manual process.
There’s no doubt reporting has become an integral part of the talent acquisition process. More and more companies are identifying the power of reporting, in fact, 73 percent of companies wanting integrated data and analytics in their HR technology.
Make the investment in the right automation technology, allowing you and your recruiters to gain valuable time back in your day. This simple shift can help your resources focus on the areas of your business that have the greatest impact.
Employees may become disengaged for many reasons; employee engagement begins with the recruiting process. Companies have the ability to build talent acquisition strategies that produce an experience to help candidates connect with the organization even before they apply for a job.
When searching and applying for a job, job seekers expect the same ease of use and functionality they see in the apps and websites they use every day. When searching for a job, people want to visit job search sites that allow them to: Instantly mark jobs of interest (54 percent); receive recommendations based on job preferences and resume (53 percent); and input salary requirements and enable employers to reach out directly (53 percent).
When it comes to talent acquisition, the argument of best-of-breed versus a full-suite is more obvious that you may think. If your organization values recruitment and understands the impact hiring the right people can have on the success of your overall business, using your full-suite provider for talent acquisition will be a new year regret.
Two-thirds of senior talent acquisition and HR leaders (66 percent) would prefer to implement best-of-breed solutions over seeking, or waiting for, a fully integrated suite that provides all the functionality they may aspire to have.
When it comes to the applicant tracking system that comes bundled with your HCM or ERM, it falls short of the focus recruitment should have within your business.
In fact, Bersin by Deloitte reported in A Look Ahead at Talent Acquisition report that 68 percent of 3,314 HR leaders surveyed are struggling to recruit full-time employees across all industries in the United States.
By creating talent pools, organized by factors such as skillset, interest level, or department, you can keep strong candidates warm who may not have been ready to apply. You can also segment passive candidates and create personalized content that can support their interest in the company, providing an easy call to action to learn more about your organization. Once a job becomes available, simply reach into your established pipeline of qualified talent to find the best candidates to fill the role.
