The job market is a wild ride, am I right?
One second… you’re prepping for a talent shortage and struggling to recruit the best. Plus, you have to keep your employees from jumping ship.
The next… wait what? Now a talent surplus. And you’re in the driver’s seat.
But then… A global recession. Ugh…
The way you recruit and retain talent is changing at lightning speed. That’s why having an adjustable long-term talent acquisition strategy will set you up for success.
So what makes a strategy scalable yet adaptable?
Trust me, it’s not impossible. Grab a coffee. Your pen and paper too (or your favorite notes app).
Let’s dive into the 8 steps to build your talent strategy!
Step 1: Conduct a talent needs assessment
First things first, you gotta know where you’re starting from.
Take a good, hard look at your current team. Think about where you want to be in five years.
- What positions will you need to fill?
- What skill gaps exist on your current team?
- What skills are and will be most valuable in your industry?
The answers to these questions will change with time. That’s why adaptability is so important.
A lot will change over the next 5-10 years. And you need to pivot when the market demands you do so.
Once you’ve got a clear picture of your talent needs, you’re ready to move on to the next step.
Step 2: Define your brand
Yeah exactly! Like your company’s dating profile.
During job seekers’ search, your brand is what makes top talent swipe right on you. “Oh heck yeah, I’d love to work there. I’ve heard amazing things.”
Make sure your brand is what you’d like to convey. It’s clear, consistent and shows off what makes you unique.
To build a killer employer brand:
- Highlight employee benefits and perks
- Showcase your company culture and values
- Share employee success stories and testimonials
People want to work for companies they’re proud of. So don’t be afraid to brag a little!
Step 3: Leverage technology
No matter how much you reject it, it’ll come back harder.
Let’s face it: Tech is our friend, especially when it comes to talent acquisition. The more you automate, the faster and more efficient your hiring process becomes.
From ATSs to AI-powered recruitment tools, there’s a whole world of tech out there that can help you get stuff done. As the smart, capable talent leader you are – You should be focusing on the strategic stuff.
- Improved communication with applicants (shoutout PivotCX!)
- Faster candidate sourcing and screening
- Reduced time-to-hire
IMPORTANT: But be careful, don’t automate your candidates out of an innately human hiring process. Personalization is key. Make top talent understand what kind of team they’re joining.
Step 4: Invest in & retain your employees
You know what’s better than hiring a superstar? Keeping them around for the long haul.
Field of Talent has centuries of talent recruitment and retention experience. These are the things we’ve seen actually work to make sure the best of the best stick with you:
- Offering development options (like a stipend for education, leadership opportunities and mentorship)
- Creating a positive work environment – at home or in the office
- Recognizing and rewarding hard work
When employees feel valued, they’re more likely to stay loyal to you and your company. People stay for the people. Treat them well, and they’ll do the same to you.
Win-win for everyone.
Step 5: Build a diverse talent pipeline
Diversity and inclusion aren’t just buzzwords.
Studies show diverse teams are more innovative, productive and profitable. So, make sure your talent pipeline is chock-full of people from all walks of life – religions, races, educational backgrounds and so on.
Plus, your talent pool is just that. Swimming around, treading water until you open more positions at your company. Keep your communication lines open, so when you have to fill a role, you have a long list of potential rockstars ready to contact.
A diverse workforce is a strong workforce. And who doesn’t want that?
Step 6: Approach your talent strategy with data
You know what they say: “You can’t manage what you don’t measure.”
By using data to inform your talent acquisition strategy, you can:
- Fix the areas that need improvement
- Continuously optimize your hiring process
- Make better decisions for your candidates and team
You don’t need a crystal ball to predict the future. You just need good data and a little bit of common sense. Sorry ¯\(ツ)/¯
Step 7: Keep an eye on the future
The world is changing fast, and so is the world of talent acquisition. Staying ahead of the curve will mean you get talent before your competitors. And in the long run, that means you win.
Keep your finger on the pulse.
Some ways to stay in the know include:
- Attending industry conferences and events – What are the early adopters doing?
- Subscribing to industry newsletters and podcasts – What’s the data saying?
- Following thought leaders on social media – How should I be preparing?
You’d be surprised by the number of people who don’t prepare for the future. The more you equip yourself and your team, the more adaptable you’ll be when the time comes.
Step 8: Review & update your strategy often
A long-term talent acquisition strategy isn’t something you set and forget. It’s a living, breathing document (yes, write it out!) that should be updated regularly.
Smart talent leaders adapt when new information comes to light. Don’t assume your strategy is impenetrable.
So, schedule regular check-ins with your team to evaluate your progress on your goals, discuss changes and identify opportunities for growth.
A good talent strategy is a flexible talent strategy. Don’t be afraid to pivot when needed.
There you have it: a step-by-step guide to building a successful, scalable, adaptable talent acquisition strategy. It might seem like a lot to take in, but trust me, it’s worth the effort.
So sit down and sketch out how you’re going to deliver for your team.
Need help refining your strategy? Field of Talent is your friendly neighborhood recruitment experts.
Whether it’s just advice or a long-term partnership, we’re always here to lend a hand. Get a free consult here.