According to LinkedIn, the demand for talent acquisition professionals rose by 63% between 2016 and 2020, and this trend is expected to continue. Talent acquisition professionals are not just growing in numbers, they are also evolving.
Several factors explain the transformation of the profession. The availability of new data-hungry digital tools now allows recruiters to reach audiences and targets in a wider yet more precise manner. The Covid-19 pandemic has also put a stop to traditional form of recruitment such as networking and pushed adoption of practices better suiting the new generation of millennial managers. This trend is now visible through ubiquitous video-conferencing interviews and employer branding marketing videos.
It can be noted that HR tech will not simply replace recruiters. It will rather automate and reduce repetitive tasks, allowing them to elevate to a more business centric and strategic function. The transformation of the profession however requires new skills. Business leaders and HR departments shall ensure their own Talent Acquisition Teams are equipped with the toolbox to strategize and hire the workforce of tomorrow.
In this short article we will explore SMART ways Talent Acquisition Managers can stretch their skills in the right direction, letting them explore projects that will serve the company’s long-term goal and ability to adapt to change.
Let’s get started!
Competency developed: Business partnering
Objective: Help your company recruit the right skills according to a strategic roadmap.
Explanation: The world has changed for you TA professionals. Instead of waiting for recruitment requests to pile in, they must be business-savvy enough to make suggestions and challenge the needs of the business.
Tips for implementation:
Competency developed: Customer engagement
Objective: Reach passive candidates and treat candidates as customers.
Explanation: Even if you are not hiring full team, you can continue to create relevant content for your future prospects and candidates. Most importantly, it is an outstanding way to showcase your company culture and activities from an “insider” perspective. Information sessions shall attract prospects because they will not have to worry about making a first strong impression on you.
Tips for implementation:
Competency developed: Content writing
Objective: Boost employer branding and increase spontaneous applications.
Explanation: Candidates are normal human being, like the rest of us they spend hours a day scrolling feeds on their phone so your best chances are to try to reach them online. Are you familiar with guest blogging? Well, the objective is to reproduce such practice on behalf of your company.
Tips for implementation:
Competency developed: Digital Marketing
Objective: Meet your customer base and test your brand effectiveness.
Explanation: Digital marketing for a HR professional? Yes! Since publishing monthly content is part of your agenda, you can go one extra step with advertising. Not only will you get familiar with modern techniques of advertisement, but it will force you to fully understand your audience digital behaviours: which keywords are present in their profiles, which industry should they come from, what are the most frequent position titles used, which skills can be used to identify candidates standing out.
Competency developed: Design thinking
Objective: Prototype, launch innovative recruitment tools to continuously improve the HR experience.
Explanation: Design thinking can help you reinvent your candidate journey. By putting yourself in the shoes of different candidates’ groups, you will generate a lot of ideas on how to create more meaningful company engagement. Don’t worry, you rarely hit the nail on your first try. To provide the best possible experience to your users, you must go through a process of prototyping, testing, piloting, probably involving other departments. Look at video recruitment, is it a reality in your company? Why not? You could just use Design thinking to validate whether it would make sense for your internal or external stakeholders.
Competency developed: People analytics, Data visualization
Objective: Support top management to make decisions impacting Talent Acquisition (and beyond).
Explanation: Top management is rarely aware TA metrics: what makes a good Turn Around Time (TAT)? What are the 3 main reasons candidates reject your company’s offers? Talent Acquisition professional nowadays are working with a wealth of data, it’s time to extract the very best of them and present them to the top management.
Competency developed: Negotiation.
Objective: Accelerate recruitment where negotiations can be closed within budget.
Explanation: The TA function is not always in charge of package negotiations. In many companies, “money talks” get escalated to HR Managers or Compensation & Benefits (C&B) specialists. This can lead to frustrations for candidates by introducing new contact points, and additional delays. Remember that the longer a recruitment process drags and the more likely you are to lose a good candidate.
In many cases, providing a framework to the TA expert to own the closing phase can lead to increase in recruitment turnover speed, allowing other HR resources for better use. The good news is the TA specialists at the very centre of your recruitment process ready have a “sales” skillset. The missing piece may be to train them on negotiation and closing techniques. For that, why not organizing a short mentoring program with one of our organization top sales or procurement closer?
Do you agree with those suggestions? Do they sound challenging enough for your TA team to develop long-term skills? Or do they seem too ambitious to be achieved? Let us know in the comments below.
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Simon Carvi is an HR expert professional presenting over 7 years of experience gained through roles in Talent Acquisition an Employee Retention globally and in APAC. Simon is passionate about how people learn and future of work. He helps organizations find practical ways to upskill their workforce as Huneety.com top learning contributor.
Connect with him here.
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