Know the difference between right and wrong
There are several aspects in life where knowing the right from the wrong has proved to be crucial. It is not just enough to know what is right from what is wrong, it is also important to know what is right from what is “almost” right. This fact is very true in the talent acquisition industry. There are many ways of doing one thing. But there is always the most effective way. Therefore here are 5 clichés that might seem almost right, but are better to avoid.
Stagnant ideas can only attract flies not real talent
Trends are changing everywhere. What has been is not today, and what will be today may not be tomorrow. That is how the recruitment process is changing. Once a wonderful idea, need not be wonderful anymore. The posts that attracted talent a couple of years ago may not be appealing to the same candidate, let alone be attractive to the new generations’ talent. So have a constant flow of ideas on how you can attract talent. Be open to ideas and alert to changes. Thus as a talent acquisition industry you will accomplish your goals.
Know what is important but respond to what is necessary
Comfortable seats are important for a long drive but all four wheels are necessary for the drive. There are many roles that are important in the company. In fact these roles exist because they are important. But imagine what would happen to a company that is busy only filling the important roles and keeps the necessary roles to fill later? Can a car move even if one wheel is not in place? Can a company’s business move ahead without filling those necessary roles? Therefore know which roles are important and which are necessary. A wise talent acquisition industry will prioritize the filling accordingly.
Do not skim the surface; get to the root of the problem
When someone leaves the job, most of the organizations rush in to fill the vacancy. That is like treating without diagnosing the disease. If you do not analyze the reason why a person has left the job you will never be able to keep the next talent that comes in to fill that role. They too might leave. Therefore analyze why they left, think about whether there is something you could do as a talent acquisition industry to attract the right talent and ensure that they stay.
Do not hire a bird catcher to cage a lion
It sounds logical to imagine that ‘all recruiters should hire.’ Is that so? Well, it is true that professional recruiters are good at hiring. But they may not be good at hiring all kinds of talent. A bird catcher might be very good at catching birds, but to cage a lion you will need a completely different set of expertise. A talent acquisition industry makes sure that they use persuasiveness to attract and convince talent to take up the role. They will develop the ability to get the big catch.
Do not push the candidate in to a roller coaster ride
Your online platform should not repel the candidates. If someone is trying to consider joining your company, they should not be taken on a roller coaster ride with an unnecessary barrage of questions. Make the online visit to your company’s website a pleasant experience. Let them see that as a door of opportunity not as a roller-coater of opportunity.
Knowing what to avoid will help your talent acquisition industry to hire big and hire smooth.
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