Ask more of your Talent Acquisition team

Last week, I had the opportunity to participate in the Now Of Work webinar with Jason Averbrook and Jess VonBank from Leapgen. Ever since that conversation, I’ve been thinking about the future of Talent Acquisition (or recruiting) and how it needs to evolve to adapt to the changes happening now – and the ones that are coming – to how people work.

Recruiters are uniquely skilled and positioned to help organizations with more than just acquiring external talent. To optimize your talent acquisition professionals, plug them in throughout your organization. Here are a few ideas:

  • Internal growth - Allow them to search internally – and contact current employees – when working on an opening. Relying on current employees to identify their own next move or regularly check the job board is a thing of the past.

  • Education Tracking - Most organizations have a tuition assistance program. Enable recruiters to leverage the data of who is going to school– and what they’re studying – to help employees find their next role within the organization. This reduces the loss of people once they achieve a higher degree.

  • Succession planning - Recruiters should be a part of the organization’s succession planning activities because they’re well-positioned to make connections between similar positions across organizational silos that may be appropriate next steps for employees.

  • Resignations - When an employee resigns, gathering specific information about why and then passing that to recruiters can help them “re-recruit” when appropriate. For example, when an employee resigns to stay home with a child, perhaps reaching out around the time the child would start school would be an effective re-recruiting tactic. Recruiters can also reach out to those who are leaving with an invitation to join an alumni group to help maintain the ties to your organization.

A more holistic approach to the talent market – internal, external, and “alumni” – will make your organization more competitive and prepared to weather the ups and downs of the job market. (It also inspires both current and future employees to become raving fans of their talent acquisition professionals.)

Interested in the conversation? Watch the replay here: https://bit.ly/3wKC1uc

Please add to the list. What other opportunities do you see that recruiters can plug into to capture talent?

 
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The future of TA: Building sustainable talent pipelines

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