3 Steps to a 21st-Century Talent Strategy

3 Steps to a 21st-Century Talent Strategy
From Recruiter - October 2, 2017

The foundation upon which corporate recruiting was builthas been crumbling over the past few years. Traditionally, most companies considered themselves desirable employers while recruiters identified and selected the best and brightest talent to add to an organizations roster.

In todays world, however, companies need to take a marketing-based approach to recruiting. They need to learn fromonline retailers, who understand that customers arent simply going to show up at their sites and buy from them.

Online retailers knowthat the success of their business depends on their ability to identify people as potential customers, engage them, and ultimately sell them goods and services. To do this, retailers use technology to obtain information about customers and execute digital marketing, build communities, and carry out other communications to proactively engage with their prospects. Todays recruiters should adopt parallel approaches to recruiting.

Given the paradigm shift, its not hard to see how expectations can be misaligned. The candidate expects a proactive effort on the employers side, but the employer assumes the candidate will come to them.

The challenge requires a new approach. Just as retailers are competing for limited consumer dollars, recruiters are competing for a limited supply of talent in a highly competitive market.

What if your role as a recruiter were to proactively identify the best candidate and sell them the position? Imagine the impact you could have on your business by landing talent that might otherwise end up at your competitor. This proactive approach to recruiting canbe accomplished with a few simple steps.

1.Look at Your Candidates Holistically

One way to start is by developing a list of questions like:

Who are your best employees?
What attributes do they share?
What do those people do outside of work?
What do their communities look like?
How can you become part of those communities?
How can you own one of those communities?
What do the candidates in your communities lookfor in a job?
How do you pitch them the job?
Who are your best hiring managers? What do they have in common?
How can you make hiring managers visible to yourcommunities of candidates?
What are the recruitment metrics tracked in your organization?
Who owns delivery on those metrics?
Do the metrics support a long-term approach to quality talent acquisition?


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