chapter four

Summary

By now, you should feel confident about building a hiring strategy that identifies different segments of talent and their impact, leverages the best inbound and outbound channels to attract quality candidates, and outlines where collaboration, automation, and additional integrations are needed to augment existing technology and processes. The next step is to take action. Execution, however, is hard, especially when it involves managing change. In the next chapter, we will discuss the different stages and best practices to prepare for and implement new processes and technologies.

10 Key Takeways

  1. Just like marketing teams segment customers, recruiters should segment candidates to identify who they want to hire.
  2. We suggest segmenting your hiring goals according to criteria like skills, experience, and education so that you can customize hiring strategies for each group. We recommend using a Talent-Scarcity Impact framework.
  3. While it’s important to have a grasp of traditional methods of talent attraction, more cutting-edge practices like candidate relationship management, programmatic advertising, and internal mobility offer businesses more opportunities to promote their unique employer brand and values in genuine ways.
  4. Keep hiring workflows simple in order to scale internally, drive user adoption and team collaboration, and improve the quality of data analytics.
  5. Leveraging technology to automate manual processes associated with candidate screening, interviews, and offer management saves hiring teams time that can be reinvested in providing a more meaningful and human experience.
  6. Talent acquisition suites that offer a marketplace of pre-integrated, third-party recruiting services reduce the burden on IT teams and lower total cost of ownership, where only one integration to the core HRIS system is needed.
  7. Compliance is table stakes for all organizations today, and it requires a combination of best-practice training for employees and technology that is designed to be compliant around data collection, processing, storage, and deletion.
  8. Recruiting analytics offer credible insights into opportunities for companies to transform how they hire, identify unforseen costs, and pinpoint hiring process deficiencies—make sure your recruiting technology can track and analyze them.
  9. Configure your recruiting technology only after you and your organization determine the important metrics to track.
  10. Forward-thinking employers no longer rely on instinct to make hiring decisions. Rather, they leverage intelligent solutions across the entire TA spectrum to shift TA into a more strategic function.