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Talent Acquisition: 7 Ways You Can Improve Your Talent Management

Failing to get top caliber talent for your business? The answer is in your talent acquisition strategies. 

The staffing industry has changed significantly over the years. Gone are the days when employers would wait behind their desks to scrutinize every candidate who would go over and beyond to prove their skills to become a part of the company. Nowadays, talent acquisition has shifted in favor of the employees. 

How? 

Employees are now more confident in switching jobs once they feel that companies do not provide is not what’s advertised. And this is something that employers must become aware of and actually take steps to adapt to. Employers must now prove that their company is worth sticking to. 

How can employers genuinely engage their workforce—the main drivers of their business? Specifically, how can employers ensure that their company gets great people and can actually retain these people? The answer—a talent management system that works. 

Multiplying Your Business: Top Ways of Improving Your Talent Management Strategy

  1. Work on Developing an Employer Brand
talent acquisition

Top-rated employees go to employers with a known brand of employer management. Do you know why most big companies invest in giving their employees enviable perks? It is to ensure that they are building a strong employer brand. How is this done? Shorten time-to-hire. 

Employees hate the waiting game. They will appreciate it if you provide them feedback in the shortest time frame possible. The amount of time they need to wait on your hiring decision reflects your company’s efficiency and robust decision-making process. 

  1. Identify Talent Recruitment Goals

Before you even start posting job vacancies and interviewing candidates, you need to have a clear goal of what your organization aims to get from filling the position. This way, it would be easier to pinpoint the type of talent that would work well with your company culture. Suppose that you need a manager to handle your global expansion, your job description should then include someone with a strong cultural awareness in addition to their skills. 

  1. Provide a Positive Candidate Experience

When hiring quality candidates, employers must make it a point to give them a positive experience. Employers, however, should be careful not to compromise the hiring process (i.e., making easier tests) to make their candidates’ experience a positive one. It doesn’t matter if you hire them or not. You have to always keep in mind that these candidates will share their thoughts about your company, and you don’t want to risk one employee’s bad experience tainting your employer brand. This is where timely communication comes in. 

Start off by providing a clear job description. Let candidates know at the get-go what skills are necessary to land the job. Give them updates about their hiring process and congratulate them when they pass a hiring stage. If things don’t work out, encourage them because once a candidate has a positive impression of your company, they’d be willing to recommend you. 

  1. Leverage Onboarding Process

New hires often feel lost during their first few days, and this is where it can get crucial for employers. Onboarding is an essential yet overlooked talent management strategy. Most new employees quit within the first six months simply because they had a shallow onboarding process.  Many feel like they don’t have the right tools to succeed in their position, and their expectations are not met.

Coming up with an effective onboarding process can seal the deal when it comes to scaling. In fact, it can jumpstart a company’s revenue generation strategies. Take the case of Boost Me, a PPC startup itching to scale their operations. For so long, the company has struggled to expand its team of experts. 

Through MultiplyMii’s effective onboarding process, Boost Me expanded its team with minimal expenses, thus increasing its revenue. Onboarding should go beyond the first week. Imparting to your employees that your door is always open for questions, sends a signal that you want them to succeed.

  1. Focus on Results

No two people are alike, and this goes for your employees. Employers need to understand that different people may use different methods to achieve their goals. For this reason, employers should focus on the results rather than the process. When you give your people a certain level of autonomy, they will feel valued and respected, resulting in improved job satisfaction. In the end, increasing your organization’s productivity. 

  1. Personalize Benefits Package
talent acquisition

While a benefits package can be considered a perk in your organization, it would be a huge step up if you can customize it according to your employees’ needs. If you are in the process of improving your compensation offering, make sure to include an employee-centric approach to it. Lay down several options that would allow your people to choose depending on their needs. 

  1. Foster  a Healthy Work Environment

One thing you should never leave out in your talent acquisition strategy is your positive work environment. Sure, you can have the best compensation and benefits package and a solid onboarding process, but if your working environment is too toxic, don’t expect employees to stay and become committed to you and the company. 

Solid talent acquisition begins with an established talent management system. Learn how outsourcing your recruitment process with MultiplyMii can help boost your organization’s bottom line.