Steps to Create a Successful Talent Acquisition Strategy:

Jim Collins developed the idea, “first who, then what” in his book Good to Great. He writes, “Those who build great organizations make sure they have the right people on the bus and the right people in the key seats before they figure out where to drive the bus … Great vision without great people is irrelevant.”

So, to get the right people on the bus, your organization needs an effective talent acquisition strategy.

What is a talent acquisition strategy?

What is your talent acquisition strategy?

• What are the current and future hiring needs of the organization? (These needs can be identified by evaluating the strategic plan, business mission, and vision)
• Have you conducted an analysis to determine what skills and roles are needed to fulfill business objectives? Are your candidate and job profiles up-to-date, with detailed job descriptions including necessary skills and education requirements?
• Have you conducted an internal talent audit, evaluating the skillsets? Promoting from within, upskilling current staff, and reassigning them to fulfill upcoming roles is a great way to increase retention.

• What sets your organization apart from others? This is your Employer Value Proposition (EVP)
• Does your organization have an informative, exciting careers page on the website? Is it easy to get information on the work available, hiring processes, and application process?
• What compensation and benefits packages do employees receive? Is it competitive, not only for your organization’s field but also for the area?

• Are your job descriptions up-to-date? Are you using fair selection criteria, like blind resumes? Is your recruitment process streamlined? Is the process efficient, fair, and effective?
• DEI recruiting practices will improve your organization. Are your job descriptions inclusive? Have you partnered with diversity-focused organizations that work with and promote underrepresented communities? Are your interviewing panels diverse? How often do you conduct diversity audits or DEI surveys? Understand your organization’s biases to improve!
• Data-driven recruitment can optimize the entire process. Ask where there might be flaws in your hiring processes. If job acceptance rates are low, analyze your offers, your salary and benefits, and the candidate experience. If you feel like new hires are in a rotating door, analyze the onboarding process. Make sure there is clarity in the roles, expectations, and responsibilities before offering a candidate a job. Use analytics and metrics to assess the effectiveness of recruitment efforts and make data-informed adjustments.

• Is there clarity about what candidates should expect and when during the hiring process?
• Is your application process streamlined to minimize the number of steps? (Don’t keep asking for the same information!)
• How accurate are your job descriptions? (Roles, responsibilities, qualifications, and expectations) Does your candidate have access to a mentor or a point person, someone who is available to respond to questions and give guidance and support?

• Are you offering competitive salaries and benefits?
• What career development opportunities do you provide? This could include mentorship programs, continued education opportunities, on-the-job training, and more. Cultivate a learning organization.
• Is your work environment positive?
• Improve your employees’ work-life balance.

Is talent acquisition recruiting?