A new generation of talent acquisition professionals
The rise of digital technology and social media has created an entirely new landscape for hiring managers. While traditional methods of recruiting still work, they’re no longer enough to attract top candidates. Today’s job seekers are more likely to find their dream jobs through online platforms like LinkedIn, Facebook, Twitter, and Google+. In fact, according to a recent study by CareerBuilder, nearly half (47 per cent) of U.S. workers say they found their current position via these channels.
The good news is that this shift toward digital recruitment is creating new opportunities for recruiters. For example:
- Social networking sites provide a powerful platform for connecting with potential candidates.
- Digital tools make it easier than ever to evaluate applicants.
- New technologies can help employers identify top-performing employees before they even start working.
In addition to all of the above, today’s workforce is also much more diverse than ever before. This diversity presents both challenges and opportunities for HR leaders. It’s important to understand how to effectively manage a diverse team. Here are four key strategies for managing a diverse workplace:
- Be clear about your company values.
- Create a culture of inclusion.
- Build trust among your team members.
- Provide ongoing training and development opportunities.
Learn More About Talent Acquisition Strategies
The key demands of the candidate organizations can’t ignore
What do you do when you need to fill a critical role but you don’t have time to interview hundreds of applicants? As a talent acquisition leader, you’ve got to strike a balance between being efficient and effective. You need to be able to quickly assess whether a candidate would fit into your organization, while also ensuring that you’re not wasting valuable resources.
Here are three ways to streamline your search process:
- Use social media to narrow down your pool of qualified applicants.
- Use online applications and video interviews to screen candidates faster.
- Start building relationships with local colleges and universities to ensure you’re getting quality candidates.
While the first two approaches may sound fairly straightforward, the third one requires a bit of finesse. After all, who wants to waste precious time interviewing students who aren’t interested in joining your organization? To avoid this problem, you’ll need to build strong ties with local college and university officials. Start by making sure you know what programs are available in your area. Then, reach out to campus representatives and ask them to share information about upcoming events and activities. Finally, attend as many of those events as possible. By doing so, you’ll gain access to a wide range of talented students who might otherwise go unnoticed.
It’s important to note that this approach isn’t just limited to student candidates. It works equally well for graduates looking for internships and entry-level positions.
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A deeper focus on new talents of tomorrow
Today, companies are facing an unprecedented shortage of skilled workers. According to the U.S. Bureau of Labor Statistics (BLS), only 1% of Americans hold jobs requiring postsecondary education. Meanwhile, the BLS projects that by 2020, nearly 40% of American jobs will require some form of higher education.
This trend doesn’t bode well for businesses across the country. However, it does provide a unique opportunity for HR leaders to position themselves as thought leaders within their industries. For example, if you work in healthcare, you could start offering classes on topics like medical coding or financial planning. Or, if you work in manufacturing, you could offer courses on advanced machining techniques. Whatever industry you work in, you can use these insights to help shape future job requirements.
In addition, you can take advantage of the growing number of online learning platforms. These tools allow employers to create custom curricula that meet specific needs. For example, a company could design a program around the latest trends in cloud computing. Or, they could teach employees how to effectively manage customer service calls.
The bottom line is that today’s workforce demands a more diverse set of skills than ever before. That’s why it makes sense to invest in training programs that prepare people for the careers of tomorrow.
Guilt-free hybrid workforce
Candidates want organizations that live by their words. They want to be treated the same regardless of where they are located.
A recent study found that 78% of Millennials prefer flexible hours and remote working arrangements. And according to a survey conducted by FlexJobs, 67% of respondents said they’d rather work remotely than relocate.
These findings make perfect sense. After all, millennials have grown up in a world where technology allows us to do pretty much anything we want. As such, they’re used to having flexibility when it comes to scheduling.
However, while most companies understand the benefits of remote working, not every employer is willing to follow through. Why? Because traditional hiring practices still rely heavily on face-to-face interviews.
Hence when it comes time for hybrid working, the talents aren’t interested in having different sets of expectations on them when they work in an office vs working remotely.
How to find the right person for the right job
Finding the right candidate for any given role can be challenging. But finding the right person for the perfect job can be even harder.
Here is the tip that can help:
Be a member of a freelance marketplace like FieldEngineer.com
Field Engineer is a platform that connects freelancers with clients looking for qualified professionals. It helps both parties save money and time by eliminating middlemen.
By joining this platform, you’ll gain access to thousands of vetted candidates who specialize in various fields which makes your talent acquisition process easy. Plus, you’ll be able to connect directly with potential customers without going through an agency.