Are You A Talent Acquisition Manager? Here’s 5 Ways You Can Improve Your Acquisition Strategy in 2018

It’s no secret: the job market is highly competitive these days. Especially if you’re a firm looking for highly-skilled employees who might have dozens of companies to select from. This is why it’s important to maximize your strategy as a talent acquisition manager.  Only then can you be highly effective without using up a lot of your HR budget. Maintaining a competitive edge with your talent acquisition strategy is crucial. At College Life, we aim to support you in finding the best people for your firm, and so we decided to compile five key way to improve your talent acquisition strategy in 2018. Still not sure where to find the talent that’s right for your company? Submit a job opening for free on College Life Jobs to attract more international applicants which can be a great asset to your company. A talent acquisition manager talking to his colleague

1. Use digital channels as a talent acquisition manager

Technology and the Internet are increasingly popular mediums to connect with people. And talent acquisition is no exception. It is important to find out which technological channels are attracting your best and most talented applicants. Is it social media, email blasts, job boards, or maybe LinkedIn? By optimizing one (or a few) channel(s), you can reduce overhead acquisition costs and most efficiently attract talent to your company. Furthermore, instead of only looking at how channels have performed in the past, try to predict how channels will perform in the future. If LinkedIn, for example, is expecting to introduce a new feature or grow significantly in terms of users, maximize your LinkedIn acquisition strategies.

2. Adopt a unique employer brand

People who are seeking work are looking for a company that provides mutual benefits to them. This means the company should appeal to their morals, interests, and work ethic. Therefore, it’s important to show to potential employees what the company has to offer and how exactly individuals looking for a job can continue to its success. Job candidates are more likely to respond to job openings that are personalized and make them feel like they’re needed. This makes you more likely to get interested respondents.

3. Invest in SEO and Marketing

Online marketing goes hand-in-hand with the digitalization of the hiring process. But, your attempts as a talent acquisition manager will be futile if your job postings aren’t getting any traffic. Since most people find jobs online today, invest in classes about Search Engine Optimization (SEO) and marketing to learn how to get the job openings the most hits and thus the most responses. This means appearing on the first page of Google, popping up in related searches, etc. You’ll also be able to find out which language most appeals to potential job candidates, and be able to adopt that in future postings. This is setting your acquisition strategy up for success.
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4. Stop focusing on CV requirements

Remember how a few years back there were no smartphones? Our world is changing at such a high speed that it’s impossible to tell where your company will be in the near future. Therefore, don’t focus only on someone’s previous work experience, certifications, or education specifics. Of course, these are important, but they shouldn’t act as a cutoff in the hiring process. Why? Because CV specifics aren’t going to tell you who is going to fit best with your current team. Also, a CV can’t tell you who is going to bring the best and most revolutionary ideas to the table. Try to stay flexible as a talent acquisition manager. See how the potential candidate works in the group if they can bring alternative thinking to your company that can bring you another step forward. The market today isn’t static, and therefore it’s important to have employees who can help your company stay flexible.

5. Focus on a healthy work environment

Happy employees mean a better company work ethic, and thus a more productive and successful firm. When people like their job and their work environment, they tell it to their friends and family, and maybe even share it on social media. This means your company gets more exposure to other candidates with similar interests and (likely) similar work ethics. Basically, it’s an automatic filter that works in your favour. This will increase your reach as a talent acquisition manager, leading to more applications, and thus a potentially higher candidate hire rate. Voila.

Did you enjoy this article? Find out how to hire top international talent in the recruitment section of College Life’s Magazine. 

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