Hiring Insights Blog
As the MLB Trade Deadline approaches, companies need to take a leaf out of the coaches’ playbooks: Just as teams must determine what needs they have on their roster, so, too, must employers. Are you aware of your team’s strengths and weaknesses, both in hiring practices and in reducing employee churn? You’re up to bat: it’s time to engage with your employees, establish team needs, and bring in candidates to build your all-star roster.
Have Clear Talent Acquisition Goals
Before you can nurture a talent pipeline, you need to know what you’re looking for: One thing every successful team shares is a unified set of goals. To develop a clear image of what the company needs, it’s important to take the time to discuss expectations and align goals for talent acquisition cross-departmentally, fostering unity between hiring managers and employees. Open discussion and a clear set of goals promotes a team mentality and also transparency among executives and employees —and with statistics showing that communication between employees and senior management are a top priority for the contemporary jobseeker, it has never been more beneficial to align employee and management vision.
Once you’re ready for a group discussion, you can answer such questions as:
- What skills are our current employees missing?
- How can we entice job seekers to come to our company?
- What does the company need to succeed?
This will ensure that company-wide talent needs are being adequately assessed and fulfilled.
Develop a Talent Acquisition Strategy and Process
Once needs are assessed, a game plan is needed to get your team ready to play ball: Looking at what needs are and are not being met, you can then find the strategies that will bring in the best-qualified top-tier talent, beginning with software. Applicant ease-of-use is essential in such a competitive job seeker environment, wherein the stakes are higher than ever before in the war for talent. Candidates expect video, mobile, and social media engagement from potential employers—and with the trend of recruitment marketing not going anywhere, and with applicants 38 percent more likely to accept a job offer when their candidate experience has been positive, employers must step up to the plate and fulfill these expectations. Need a robust solution to your hiring problem? A talent acquisition suite built on an ATS such as iCIMS Recruit gives you the tools, attracting and engaging candidates utilizing an automated and simplified application process, with an emphasis on ease-of-use for both job seeker and employer.
Attract Top-Tier Talent
It’s no secret that the best teams attract the best players: Now that you know what you want and the means to obtain it, candidates need to be inspired to go to bat for you. Investing in employer branding has again and again been proven to be a positive investment in recruitment, with company culture ranking as one of the top attributes job seekers look for from potential employers. Just as the employer brand works to the advantage of the recruiter, so, too does the cultivation of a positive workplace environment. The benefit is in the sort of talent is attracted to your company, and your ability to retain that talent. Workplace atmosphere and company culture have taken the forefront of job seekers’ wish lists, with amenities and positive employer branding conquering lists of what candidates look for most. To attract top-tier, quality candidates, an employer must be up to date with the job seekers’ expectations. By elevating your brand on a personal and cultural level, you become more attractive to candidates, while differentiating your business from competitors — a home run on the field of talent acquisition.
Maintain Talent Pools
Sometimes, the slugger your team needs is already playing for somebody else. That doesn’t mean you should stop pursuing them: 63 percent of full-time employees are currently looking for a new job. These currently-employed passive candidates are a huge resource for companies looking to fill positions with the best, most experienced talent. Even when there isn’t an immediate talent need, maintaining passive talent pools keeps potential candidates interested in the company. Then, when a position opens, talent is already committed to the company, reducing time-to-fill and ensuring roles are taken by qualified, best-fit employees – like warmed-up players in the bullpen.
Make your employer brand stand out: be proactive, nurture relationships, and stay at the forefront of candidates’ minds. A talent CRM like iCIMS Connect works with recruiters to keep contact with quality potential employees, attracting and engaging passive candidates to market and sell your employer brand to top-tier talent. Developed with ease-of-use in mind, Connect better engages candidates through automated services like email marketing, plus event management to engage your candidate pipeline in-person, and configurable talent pools which support recruiters and keep potential-applicant information organized: everything you need to keep heavy-hitters warmed up before the big game.
Foster Talent Management Best Practices
Don’t settle for a ballpark idea of how your employees are doing. Performance reviews are an important part of running a company — it keeps lines of communication between employees and managers open, helps work through pain points, and keeps management empathetic to employee needs. However, annual meetings make for a judgmental atmosphere that has most employees dreading their review. Instead, adopt a coaching strategy for working with your team, with check-ins on a monthly or quarterly basis-- or even in real-time as projects are completed. Not only does this keep management involved with teams and their needs, but improves working relationships: A majority of employees cited a more positive work environment when they felt trust in managers and organization.
In today’s career landscape, where employee churn rates are high and costly, retaining employees is more important than ever. Getting employees to act like a team encourages collaboration and group success, which improves engagement and motivates employees to work harder, not to mention engaged employees will be more welcoming of new teammates and confident in their abilities to win together. This is an important factor when you consider that employees who are dissatisfied and disengaged cost companies in the U.S. between $450 and $550 billion per year. Once you get to know your team and empathize with them, you can better understand what needs must be met for them to succeed, and particularly to succeed within your company.