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8 Talent Acquisition Strategies to Consider in 2024

  • By Manav Jain
  • January 3, 2023
  • 6 mins read
BarRaiser Interview Intelligence curated top talent acquisition strategies for 2023.
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    It’s common to think that Talent Acquisition and Recruitment are the same thing, but they are not. For companies that value talented employees (which is almost all organizations), it’s essential to understand the difference between the two. While Talent Acquisition and Recruitment processes complement each other, developing a Talent Acquisition strategy requires long-term planning. Obviously, we all realize that every Talent Acquisition strategy is unique, but successful recruitment efforts and high-growth companies share some commonalities. For instance, their Talent Acquisition team:

    Also Read: How AI in HR helps in recruitment

    • Attract top talent through social media, employee referrals, and job boards.
    • Connect candidate search quotas and hiring goals to business goals
    • Prioritize the best candidate experience (CX) for the candidates you interview
    • Find ways to streamline and automate key hiring processes
    • Put Diversity, Equity, and Inclusion (DEI) at the forefront of the hiring process
    • Use analytics to assess attitudes and identify strengths and weaknesses

    Do you know that with more than 50% of businesses moving online, working from home became a significant trend in talent acquisition processes and recruitment in 2021 and appears to continue in 2024 as well. With some help, you can build a successful talent acquisition strategy and take your hiring to the next level. So, let’s get to the bottom of the current trend in the talent acquisition industry in 2024.

    7 talent acquisition strategies to consider in 2024

    1. Optimize your career site

    Your career page is the first place potential candidates interact with your company. With high employment levels projected to continue in 2024, optimizing your job openings site is essential to make it easy for candidates to find, engage, and use. The website should be clear and allow candidates to create profiles, search for jobs, and apply quickly and easily. Candidates who may apply for multiple positions and need more time to perform these tasks immediately will look elsewhere. A career website or recruitment marketing software can make things easier for you. 

    Also Read: AI In The Driver Seat: 11 Ways AI Will Change Hiring In 2024

    Job pages should use search engine optimization to maximize the likelihood that search engines will direct users to your site. It is also attractive and representative of company culture, is set up for use inside and outside the organization and is structured to place polls throughout the site for candidates to provide feedback on their experience. Using chatbots to provide candidates with real-time answers and information adds value to career sites. Content such as videos and infographics make your site more attractive to qualified candidates. A video of what it’s like to work at your company can appeal to candidates who care about the work environment. Employee interviews can also tell candidates much about the culture and people they will work with if their application succeeds.

    It’s essential to ensure that your career site, job search, and application process are mobile-friendly. The changing workforce demographic means that for many, their smartphone is their computer and may be the only way to access career sites and apply for jobs. The core site features and content should work well on mobile and be optimized for the platform to provide the same experience as his web browser on the desktop. Don’t forget to update your career page regularly. That way, job seekers can see new content, not just the same old pages.

    2. Implement an applicant tracking system

    Along with a career site and talent marketing software, you need an applicant tracking system (ATS) throughout the hiring process. ATS does more than just track candidates and applicants. It is also essential to manage candidates, job postings, applications, and job postings end-to-end and create a searchable database of candidates, resumes, and job descriptions. ATS also helps recruiters schedule interviews, send automated emails and alerts to both recruiters and candidates and helps recruiters and hiring managers stay up-to-date on the status of each hiring process. Helpful.

    Some ATS have built-in AI capabilities that significantly improve the hiring process. Using an ATS is a great way to manage the hiring process and gives candidates an impressive experience, so they get a great first impression of companies they might work for soon. A professionally managed process with regular communication that sets expectations and the next steps lures candidates into accepting offers. This can make a big difference when hiring better talent than your competitors.

    Also Read: How To Manage Diversity In The Workplace? A Quick Guide

    3. Identify the best talent sources

    Knowing where the best candidates are coming from is essential to optimize candidate searches. The Source of Hiring (SoH) of candidates who become high-performing, high-value employees should be tracked and reviewed regularly. SoH lets you know where your candidates and current employees are coming from. For example, job boards, social media posts, employee endorsements, and more. This metric can be tracked for different types of candidates. Unsuccessful Candidates, Successfully Recruited Reluctant Candidates, and Candidates in Various Regions and Job Categories. BarRaiser interviews give you a good idea of ​​where to focus your talent acquisition resources and attention.

    Also Read: Why is AI important in Recruitment?

    4. Expanding remote recruitment capabilities

    Remote work became necessary for many companies in the early days of the pandemic, but hiring remotely is still essential. A fully digital hiring process is essential for remote hiring. You should be able to post job postings online, conduct interviews via video conferencing software, and send, receive, and sign documents digitally. With video interviewing platform, interview scheduling, and analytics features, you get a full stack for recruiting candidates remotely and automating many parts of the process. There are a few things to keep in mind when conducting video interviews. There are numerous video conferencing apps, but you are better off with something that focuses on interviews, like BarRaiser Interview Intelligence.

    Applicants should be shown some empathy for having to be interviewed in this way. Their circumstances may mean they cannot be in their most serene or professional place, but this is no longer an issue as the pandemic has subsided. Sometimes, candidates may be uncomfortable due to the environment or noise. Doing everything you can to make them comfortable will ensure a better interview. Smoothly and effectively onboarding new employees is an important step that should begin immediately after a candidate accepts an offer.

    Also Read: What is Diversity in the Workplace?

    5. Use artificial intelligence and machine learning

    AI, especially machine learning (ML), is a hot area of ​​recruitment and talent acquisition technology. AI and ML are being used to improve and automate various recruitment processes, including 

    • Screening and classifying many applicants.
    • Reviewing resumes
    • Connecting job listings with prospects.
    • Checking for inappropriate or biased wording in offer letters, job descriptions, and other communications.
    • Analytics, measurements, and trends on the hiring process, chatbots.

    Many of these tasks, especially reviewing and categorizing applicant profiles and resumes, are time-consuming and tedious using traditional methods but can be done automatically in a fraction of the time using AI-powered software. I can do it. Some ATS platforms have these AI capabilities, but in some cases, other specialized recruitment software or add-ons may be required. When researching an ATS, check if these types of features are available, and if not, check if your ATS provider has a partner who offers them. Also, invest in AI-enabled interview tools, which 

    6. Employment based on merit

    Skills-based quality hiring is becoming popular again, mainly due to AI-based technology improving the accuracy of skill identification and matching. Many employers have moved away from degrees to measure a candidate’s skills and instead use competency-based methods. Using skills to determine the job requirements of a position helps identify suitable candidates who have the necessary skills to do the job well but may need to be put off due to unmet educational requirements. Soft skills such as communication, problem-solving, and critical thinking are essential for many roles and aren’t easily demonstrated with a degree.

    Also Read: How AI-Driven Interview Co-Pilot is Next Big Thing For Job Interviews

    A competency-based hiring process can improve candidate search, screening, and matching. This technique has been used in some talent management processes, especially succession planning and career development planning, for quite some time. However, ensure that the candidate profile section is set up to allow candidates to select demonstrable skills that fit your role. You can use behavioral and situational questions through surveys and interviews to identify soft skills.

    7. Seek Candidate Feedback

    Despite the best intentions when planning talent acquisition, areas often still need improvement. The best way to get a sense of what they are is to get feedback from candidates about their experiences throughout the process. This feedback may indicate issues that need attention to improve the candidate’s experience.

    Also Read: 8 Recruitment Strategies to Reduce Time to Hire

    8. Beyond Compensation 

    We all know that salary is important for everyone, and competitive salaries and benefits are essential for an organization to maintain. However, today’s candidates seek more than just a paycheck. Hence, it is important to focus on creating a positive work environment that prioritizes employee well-being. You see, a good work culture will empower people to achieve more, and have a healthy work-life balance.

    Conclusion

    Your talent acquisition strategy can take hiring to the next level with BarRaiser. The best talent is there; all you have to do is use the right tool that can help you with human resources. And with more job seekers, hiring the best talent has become a more challenging aspect for every organization. 

    People also asked about

    What do I need to do in 2024 regarding talent through multiple lenses?

    Compensation, employer branding, talent attraction and retention, automation to let my small team manage everything, etc.

    Also Read: 25 Innovation Interview Skill Questions To Assess Excellent Candidate

    What are the three R’s of hiring talent?

    To ensure that its most significant asset, the staff, gets stronger daily, an organization should invest in the three Rs: recruit, reward, and retain. Paying attention to hiring the best candidates, rewarding them appropriately, and keeping the workforce is essential.

    Which four global talent strategies are there?

    The following four components are necessary for any effective global talent strategy:

    • Precise data.
    • Emphasize employee experience.
    • Legal and tax compliance.
    • Integrated technology stack.

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