Starting to feel a bit warm? It’s heating up out there and we’re not talking about the weather. The market is back on its feet in many respects and demands for hiring the best talent abounds!
If your Recruiting Strategy is feeling a bit – well – cold, then it’s time to Pimp Your Talent Acquisition Strategy. Here are two talent acquisition strategies that you should try now.
#1 Social Recruiting
If your only talent acquisition strategy currently consists of trolling job boards for candidates, Talent Acquisition Strategy then you are missing out on some of the best resources to come along in a VERY long time…we are, of course, speaking of Social Recruiting.
LinkedIn has been a favorite of recruiters for almost 10 years now, but it’s not the only social recruiting gem out there. Facebook, Twitter, Pinterest and YouTube are a few more tools that can pimp your talent acquisition strategy. It’s all about engagement of your target audience (aka – candidates). Social recruiting has become one of the easiest and most cost efficient means for creating and communicating your employer brand ever. No matter which platform you use, you have the ability to communicate on a global level, thus reaching talent pools far and wide.
Start with the basics – Facebook and Twitter – and work with your Marketing organization to keep your messaging consistent with your company’s overall brand. Get your whole talent acquisition team to participate and create a realistic production calendar. Always include a call to action and direct them to your main career page. Once you’ve mastered this level, you can take it up a notch and get creative with your content. If you don’t have any other talent acquisition strategy or have a limited budget, then this should be your go-to strategy for 2013.
#2 Inbound Marketing
Let’s be real. A successful talent acquisition strategy is all about marketing. Ever since the days of full-page newspaper ads and job fairs, the main objective has always been getting the word out to passive and active candidates.
Today, the beauty of the Internet not only provides this type of venue, but also creates a whole new means of marketing in which candidates and future candidates come to you for information. This is called “Inbound Marketing”.
Essentially, you provide information that is relevant to your target audience. Whether it’s via a blog, white papers, special reports, videos or infographics, you give them information that they want and need to make them better human beings. You also demonstrate your organization as a “thought leader” who “gets” them. This is critical when there are many potential companies for which to apply. Wouldn’t you prefer to go to a company that understands your wants and needs and is willing to give away information to prove it? This is also a fantastic way to get on the radar of those hard to find, passive candidates.
Get started by creating a list of topics that addresses your target audience’s wants and needs. For example, if you are looking for engineering talent, create a list of technical topics. If you are looking for finance professionals, your list would consist of policies, trends, laws and principles related to finance. You get the idea. Next, find out if anyone in the company can produce this for you. If not, you may need to hire external resources to do the work, but the cost is minimal compared to other means, such as job boards and online ads.
It’s time to use modern tools to pimp your talent acquisition strategy. Let us know how it works out for you by providing comments below.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.