Recruiters always want to hunt Top Talent. The first-rate talent is a high-hanging fruit, and recruiters put in all they got to win seasoned candidates’ attention.
Just like any other industry, recruitment is prone to change. With the abundance of information made available to access, candidates are more mindful of companies. It has led to a change in dynamics, shifting the power from companies to candidates.
A significant wave of change was also led by pandemic, and everything starting from hiring to exit took a breath of fresh air by going digital. New trends evolved post–pandemic that shaped the recruitment strategies for the companies to attract the best candidates.
Diverse Talent Pool
Recruiters tend to be boxed when it comes to sourcing talent and blame it on inadequacy. Going back to the same talent pool over and over again will only exhaust the talent resources and compromise quality.
There’s a ton of underrepresented talent out there that recruiters can tap on. Such untouched talent has the potential to become leaders and innovators who navigate businesses towards change and success. Sourcing strategies are to be adjusted to gain access to diverse talent pools.
Posting job ads on sites and job boards that focus on diversity and inclusion can be a starting step to the goal of becoming a rich workplace both culturally and inclusively. HRMatrix pays more attention to the language, wordings, and content to use in job descriptions. Ensure that you don’t include unnecessary skill and competency requirements that may put off the talent from applying for the roles.
The internal talent pool of organizations for most of the time remains underutilized as recruiters often look outside to fill the openings.
- bolsters employee engagement and retention
- improves new hire productivity
- is a relatively faster process
Collaboration between Talent Acquisition and L&D (Learning and Development) of the company can help in identifying skill gaps and provide learning opportunities that can keep the workforce skill-ready for future roles. Managers can be overprotective of their high performers and don’t let them go that easy, which eventually will lead to employee dissatisfaction. Make your managers understand the significance of internal recruiting and give them a big picture of welfare at organizational level.