In today’s ever-changing world, who you hire remains essential to the long-term success of your organization. The individuals you choose to join your team can make or break culture and improve or stall efficiency. They will grow with your team or leave when you need them most. A strong talent acquisition strategy is essential to develop a strong team that will drive innovation and feel proud to say they are a part of your organization. Below are some tips to consider when creating your talent acquisition strategy.
Be Proactive, not Reactive
Have you ever found a great candidate who would be a perfect fit for your organization in a role you don’t currently have available? Talk to them! Have you ever met a great person who doesn’t quite fit the mold of your job description, but could bring years of experience and new knowledge to your organization? Interview them! The best recruiters aren’t only meeting with candidates who perfectly align with their current openings. Pick up the phone and converse with everyone in your given profession. This is what differentiates those who build teams from those who fill jobs.
Tenure and Retention Matter
Nobody wants to join a company where the entire team will change in their first year. Strong applicants looking for longevity with an organization ask about internal growth opportunities and what you do to keep employees happy. Take time to think honestly about your retention. What traits do your most tenured employees hold? What are the reasons people have chosen to leave your organization? Re-visit these questions with your HR team annually to determine what you can do to improve. Actively seek feedback from your teams and share what changes you will implement to do better. Organizations that listen to their employees’ needs/wants and take action are the ones retaining their top performers.
Have an Exit Plan
Not every hire will be a slam dunk, and not every employee will stay until retirement. We always hear how important it is not to burn bridges with prior employers, but the same rule applies from employer to employee. Treat those who aren’t the right fit with dignity and respect as you coach them out of your organization. What are their strengths, and how can you help them land the right role? Having a reputation for caring about your people will pay off tenfold. You never know who someone knows, so do your best to ensure alums have positive things to say about you and your team.
If you have questions or need information, please contact us.
