An organization’s most valuable asset is its people. As the saying goes, it can make or break you. But how do we make sure we fill in the right talents with the right roles?
BEYOND JUST FILLING JOBS
You don’t do it for the sake of replacing someone or just to fill an urgent role. Try to look at it from every angle. Know the answers to the questions like “Why is this position always vacant?”, “Why are we experiencing high employee turnover?”, “Why is there a need for this position?” These questions will make you more knowledgeable on which type of people will best fit the role. Not only that, it only makes your job more efficient and effective when you really select from the pile of applicants thoroughly.
RESEARCH. BRING DATA TO THE TABLE
The role of a talent acquisition person doesn’t end with just hiring people for vacant jobs. Think of yourselves as thought leaders. Gather information from different industries and bring that data to the table. Know which jobs are easy to fill and hard to fill. Really dig deeper into the business so you can match candidates better. Actions done that are based on data-driven decisions are most likely to succeed.
KNOW THE BUSINESS YOU’RE IN
Finding the perfect candidates can be overwhelming and at times you might even forget the sole reason why you are doing what you’re doing in the first place. In times like these, take a step back and revisit your organization’s mission and vision. What values do the company have that you think should be also the values candidates possess? What’s the company culture like? It’s vital to have knowledge of these things in order to align the objectives and values of your organization to your people strategy. The two have to communicate the same message. Knowing your organization by heart can help you convey this message to people wanting to work in your company. If you won’t tell its story, who else will? Big plus? It can lead to identifying the right candidates that will best adapt to your company.
INVEST & EXPAND YOUR TECHNOLOGY
With the pandemic going on, a company’s way of recruiting completely shifted towards a digital approach. That being said, now more than ever is the perfect opportunity to reassess the technology resources that you use. To further understand candidates, you have to be where they are. Figure out which platforms they utilize when looking for a job. Where do they “virtually” hang out? What online groups are they part of? What conversations about your industry are they interested in? With the right set of technology, you’d be able to get answers to these questions and will make it easier for you to relate with candidates.
