Talent acquisition is a vital part of company operations. Organizations that find the right talent are more productive and waste less time and money dealing with turnover. They can build a loyal team that’s in it for the long haul.
Many organizations have teams devoted to talent acquisition. They are involved in the sourcing, attracting, and hiring process. These teams require extra manpower, but they are worth the investment. A Bersin study shows organizations with effective talent acquisition functions are 1.3 times more likely to perform above the industry average.
Once you decide a talent acquisition team is right for your company, you must begin building said team. With the right approach, you will develop a team that supports company goals.
Define Your Team Members
Organizations must start by determining the roles and responsibilities of each member of their talent acquisition teams. Roles may vary depending on company size, but necessary positions include:
- Talent Acquisition Director: The director is the leader of your talent acquisition team. They oversee the hiring process ensuring your talent aligns with company goals, budgets, and strategies.
- Recruiters: Recruiters attract qualified candidates through ads and networking connections. They also take part in the screening and interview process.
- Recruitment Coordinators: Coordinators provide administrative support to talent acquisition teams. They may schedule interviews, coordinate communications, and manage recruitment software.
- Branding Specialists: Branding specialists build and promote your brand to attract top talent. They support the organization’s reputation and may also participate in social media management and organize recruitment events.
- Talent Acquisition Analysts: Analysts analyze recruitment data and trends to ensure your hiring process is effective. They will provide insights and suggest improvements if necessary.
Key Responsibilities of Your Team
Roles provide a vague outline of your team’s responsibilities. More in-depth tasks include:
- Market Research: Your team may conduct market research to learn about the job market trends and changes.
- Job Descriptions: Job descriptions should accurately express the responsibilities involved in each role and the company culture.
- Identifying Potential Candidates: The team should explore various sourcing strategies including social media, job boards, referrals, and networking, to ensure they attract qualified potential candidates.
- Focusing on Diversity and Inclusion: Your team must come up with strategies to attract diverse talent, develop inclusive job descriptions, and source from various channels.
- Improving the Candidate Experience: A positive candidate experience can enhance the company’s reputation. Ensure candidates experience a seamless process and receive prompt communication and comprehensive feedback.
How to Build Your Talent Acquisition Team
- Assess Your Talent Needs: Assess your talent needs in terms of skill gaps, culture alignment, and necessary hard and soft skills. This will help you identify what to look for in potential candidates.
- Define Goals and Objectives: Goals and objectives should go beyond organizational achievements. You must consider goals in terms of diversity, inclusion, experience, and alignment with company culture. Hiring with these needs in mind will ensure your employees match your company’s strategies.
- Determine the Roles You Wish to Fill: Consider the existing roles in your company that require fulfillment. Define the responsibilities of each role to ensure you can provide clear descriptions in ads and for your acquisition team.
- Recruit Your Talent Acquisition Team: Somewhat ironically, you must hire your acquisition team before moving forward with additional hiring needs. You may rely on technology to aid with candidate selection, tracking, and analytics. If you don’t feel confident in your hiring process or don’t have the time to dedicate, consider partnering with a talent agency.
- Implement Effective Processes: Once your team is in place, you must develop processes that support an efficient hiring system. You may provide job descriptions, interview templates, and evaluation criteria for each position. Utilize tools that were effective in your hiring process such as tracking systems, AI, and human resource analytics to streamline operations and ensure you find the best talent.
- Revisit and Improve: A one-and-done approach does not cut it in the hiring process. The human resource industry updates often based on new technology and trends. Ensure your team is flexible to adapt to the evolving landscape.
Consider Working with a Professional Talent Acquisition Agency
A talent acquisition team is an ideal solution for larger companies, but it may not make sense for smaller companies with limited budgets and staffing needs. It may make more sense for these companies to partner with a talent acquisition agency. They can save organizations time and money in the hiring process.
Stahl Recruiting offers effective Executive Talent Acquisition in the rail industry. We provide a comprehensive hiring process to minimize organizational stress. Our team follows ethical practices ensuring a diverse and inclusive workforce. Contact us when you are ready to grow your team.
This article was originally published by Stahl Recruiting.