Improve How Your Company Acquires New Talent

Every company knows that at the core of their success is the employees that make part of their team. So, if we understand that this is an undeniable truth, then we should look into the different ways that we can improve this talent acquisition process to ensure the success of our companies. Let’s begin by analyzing what the talent acquisition process is and then seeing how it can be improved and applied in your company.

Overview of process of talent acquisition

Initially, the most important thing is to accurately describe the position that is available. Not only how it will be in the moment, but how we see it towards the future. The job description will be essential to attract the best possible candidate to make part of your team. Once you have the description, be sure to come up with a clear process for job requisitions. Usually the job requisition will come from the hiring manager, and will need approvals before the job vacancy is published. The interviewing process of the candidates will begin once a list of applicants is chosen. The process will include a set of consistent questions and interview procedures. They should interview a few candidates to ensure the process is fair, ask only job-related questions and obviously make sure that all of them are standardized for the same position, assuring that the duration of the interview is the same for all of them. Once you have narrowed down the candidates check the references you should have at least two work related references that provided supervision of the employee and can give insight form this unique perspective on the person’s performance. This process is not exclusive for external candidates; it should also apply to to internal candidates to ensure a fair process for all people participating in the selection process. If after the whole process, you know who you want to be part of your team, then you have to begin the offering process where the hiring manager and/or recruiter develop a proposal with salary recommendation and builds a letter of record that is approved and later sent directly to the candidate. If it’s accepted then the internal background check begins, if required by the post. If everything checks out in the background check the candidate is notified of their start date, onboarding process begins and their orientation is set up.

As talent acquisition differentiates from recruitment, this whole process is done with a long-term succession plan in mind. When everyone involved in the selection process is aware of the profile, short-term and long-term goals for their newcomers it makes the selection, onboarding and orientation process a lot assertive in the long run.

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Hard truths

Now there are some things that all hiring managers out there should keep in mind when planning and executing their talent acquisition strategies. Even though, we all wish we could find the perfect candidate, there is no such thing as the absolutely perfect candidate. Sometimes we spend, or rather waste, time searching for the “perfect” candidate when in fact we should make our profile and our company first off sell ourselves as what we are, and second hire reality. In most cases the hiring managers will not have talent acquisition at the top of their list, so find ways to get it up there and help them focus on this in their own way. The last hard truth is that unfortunately assessments and the selection process can fail. The fact of the matter is that even though someone passed all of the stages of the selection process, they may burn during their real job experience. This should not hang over the head of the hiring manager, but instead it should be known that no assessment process is perfect and the new hire is in charge of his own fate after being selected.

At the end of the day, it’s important to understand that even the hiring manager can make mistakes and it won’t be the end of the world. Taking risks will sometimes pay off, so don’t miss out on those wins simply for lack of trying.

How to improve

Mimic a supply chain

Some companies have found that by organizing their pre-hire model around key process, data and results much like a supply chain manager would, they can find improvements in all of the pre-hiring process.

Focus on pre-candidate engagement

Understanding that time is of essence when trying to fill a vacancy, talent acquisition leaders are focusing more and more on communication and resources assigned to pre-candidates. While their relationship is stronger with pre-candidates the more they can ensure a shorter hiring cycle.

Using technology to your advantage

In today’s world, your company has to find strategies to keep up with where the candidates are hanging out. This means refining mobile strategies and take better advantage of existing technology used for HR and recruiting processes.