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The Beginner’s Guide to Talent Attraction: A Brief Introduction (Part One)

Welcome to The Beginner’s Guide to Talent Attraction! Whether you’re new to talent acquisition or just looking for some new information, we’re glad you stopped by.

By now, most of us have heard how recruiting is looking more like marketing – and that to be successful requires solid competencies in both. It’s true, but it’s also easier than you think. What we’re doing is building up – from the ground up – and using both sets of skills to attract and engage candidates and hire them as employees. One step at a time.

Applied correctly and you’ll be on your way to standing out in the crowd, attracting more of the people who fit, and setting yourself up with a competitive advantage for your business. So, let’s not wait any longer. Let’s dive right in!

INTRODUCTION

“Talent attraction” is arguably the most important function in any business. Attract and hire the right talent and we gain a competitive advantage. Attract and hire the wrong talent and eventually we kill our business. If we want to win the battle for the best talent, we’re going to need to bring ideas and concepts from marketing over into recruiting.

In the most competitive firms, talent acquisition is seen working with cross-functional partners to deliver compelling messages across brands and culture. And similar to a consumer-based marketing approach, talent acquisition needs to work and think like a marketer to enhance visibility and credibility in the market, nurture and engage the right candidates, and generate new leads from our efforts. An easy way to think about this is to see our brands and cultures as two sides of the same coin – employer brand on one side and our culture on the other.

Note: A while back, we wrote a blog post on discovering your employer brand message. It talks about a brand is our “authentic inside-out” view for everyone to see. If you haven’t already, take a moment and read the full post.

How we attract and engage potential clients in marketing is similar to how we should begin to think about attracting and engaging potential job candidates in talent acquisition. Not to say we need to become full-blown marketers, but a lot of the work done in talent acquisition is the kind of work marketers do – from analyzing data to define “best-fit” candidates, to building up a strong employer brand and value proposition, to thinking strategically about touch points and improving experiences along the candidate journey, to using candidate-facing, nurturing technologies and tools, to creating and promoting attention-grabbing videos and employer-based content to share our brand, culture, and values with the outside world.

Continue to Strategy and Goal Planning (Part Two)


Related blog posts to read include:


Is your organization looking to improve talent attraction, engagement and hiring in 2018? Participate in our Talent Acquisition Landscape Study and we’ll grant you access to our results before we release it to the public in January 2019.

You’ll also receive an invitation to join a webinar where TalentSum will review the results and implications for companies like yours.

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