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Tips to Help You Power Up Your New Talent Acquisition Strategy

To succeed in talent attraction, candidate engagement, and hiring it might be time for change. Start with your talent acquisition strategy.

Some of the biggest challenges your organization will face when implementing a new talent acquisition strategy include having a limited budget/bandwidth, no business case or well defined need, lack of ROI justification, lack of executive sponsorship, or lack of clarity on available tech/tool products. Use this post to help organize your thoughts and to get you moving in the right direction.

1 – Have Clear Goals and Objectives

Answer the following questions to establish a new foundation built with true/real goals and objectives in mind:

  • Over the next 2-5 years, specifically what are the primary “driver goals” your organization is looking to achieve through TA? (top 2-5 goals only)
  • To satisfy those primary goals, what are your core business objectives to satisfy? (top objectives only)
  • Specifically, how will your efforts support the business achieving those objectives?
  • How is success defined for your team? How is success defined for this effort?
  • How specifically does this effort support your reaching your objectives and company goals?
  • How long do you have to achieve outcomes? What range is reasonable?

2 – Define Your REAL Resources

Answer the following questions to determine which resources are available to you:

  • Do you have buy-in and support from leadership? (list people and roles)
  • Do you have confirmed buy-in from Marketing? (united front/back)
  • Do you have a partner or influencer as part of your team? (internal or external)
  • What level of confirmed support can you expect from Marketing, Leadership, etc?
  • Who are the stakeholders that will be supporting this initiative? (names and roles)
  • How much workload will each person on the team carry? What level of commitment can you count on from each person?
  • What technologies, tools, and resources are available to achieve success? Are they confirmed and truly available?

3 – Define Baselines and then Measure

Think about why you are powering up a new talent acquisition strategy in the first place. Back into the right set of measurements for you. Here are some of the questions you might ask to establish new baselines:

  • What is your current attraction funnel and what is your “pass through” data (from end to end) telling you?
  • What is your current req aging and time to fill and how does this compare to the others in your industry?
  • What is your current offer filled percentage and how can we do better next year?
  • What is your current offer acceptance percentage and why isn’t it 100%
  • What is your current rate/level of candidate satisfaction and how can we improve the overall experience?
  • What is your current rate/level of hiring manager/recruiter satisfaction and how can we make the process more enjoyable?
  • What is your current quality of hire and cost per hire and what can we do to improve both measures?
  • What is our current employee turnover/retention rate and how can we do better next year?
  • How will we define C-suite satisfaction?
  • How will our efforts be judged and what visualizations does leadership need to make snap decisions?

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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