Talent strategy is the right approach
Candidate experience is actually one of the most important factors to attract and retain talent to your company, how candidates feel is part of a positive employer branding.
Social media nowadays takes a stand , influence and attract top talent to your company, in order to do a great job delivering a great talent strategy we share these key points to keep in mind to build a strong presence and a strong brand.
Talent strategy all you need to know
Keep in mind stage of funnel in the candidate journey
The first step into candidate journey is awareness, these stage makes potential collaborators aware of who your company is, what your organization does and how is to work in there.
In this early stage candidates are just getting to know your company and what ir does. This can be possible by social media like LinkedIn or trough a reference of a current employee.
Candidates have experience a few touchpoint with your company and enter the consideration stage, where they can determine if they are interested and align with your company values and philosophy.
In these second stage they have had additional points of contact trough a career page or meeting a hr representative in a job fair.
Keep in mind that potential candidates can return to a previous awareness stage, the process is not always linear especially in the pre-application stage.
In these specific stage potential collaborators are genuinely interested in applying to a specific position in your company, a clear example can be a retargeting campaign ad or a mailing list that keep their interest.
It start when the applicant takes these step and fill out the application form.
From now on, the way you communicate with your potential collaborator is a crucial factor in determining their perception of your company.Even when they get rejected for not being a good fit for your company they need to be aware the stage and the sequential steps they get into.
The selection step takes place immediately after the interview, during these step your talent acquisition department and hr managers take the time to evaluate potential candidates.
On the candidate side these means a lot of waiting, while must companies don’t communicate too much during these stage is a good practice to:
- Send them a thank you email in order to let them know an estimate timeline of how long is going it will take before making a decision
- Also you can take a proactive approach and send them study materials if they would like to know more about your company
- Makes sure to nurture candidates and keep them posted, at the end of the day is your employer branding
Finally the last step into your candidate journey is when potential candidates get either hired or rejected, many recruiters consider these the final step.
Nothing far from truth for those companies seeking to create a great candidate experience.
The touchpoint(s) in this stage can be a call or an email.
If you reject a candidate make sure to give feedback and bring transparency about it, these step improves significantly your candidate experience.
Onboarding is essential part of the candidate journey, it has significant impact on whether your candidate stays during probation period
Establishing a clear 30,60 and 90 day expectation can be a great start and directly correlates to your retention rates.
Best practices are that even before recruiting you must keep in mind the onboarding process, after all you don’t want to lose an employee after a month after investing and spending so much time, effort and resources on the recruitment process.
Onboarding involves different stakeholders from different departments, the best practices at least one person from new hires team and one from HR or hiring makes the proper into to the teams or department.
Talent strategy the right approach
Job description show the candidate the impact on your company
Job description is a great opportunity to capture your potential collaborators imagination use to show the impact within your company.
Many candidates look for impact in a day to day basis, in a compound interest of impact candidates strive to make an impact and are looking for opportunities to show what their talent are with.
A great example might be:
- What the new hire / collaborator is going to be responsible for
- What your new collaborator is going to learn and put in place in he’s / her new assignment
- What the new hire is going to improve by joining your company
- How your company will benefit for he´s / her talent
- What you expect in the next 30,60,90 days and upcoming months
- Define at least 12 months of expectations and impact on your company
A clear Interview process is key
Be clear about the Interview process, many recruiters contact candidates and start a process but never call back.
A negative candidate experience can harm your employer branding more than you think.
Company reputation / experience can be harmed by not following up, make sure your HR department follow up every single process / offer or position
Many staffing companies agree and suggest if you take the time with your hiring managers to make sure they are asking the right questions, efficiently prepare before their interviews and evaluate right candidates based on their skills, experience, soft and hard skills, the most important asset for your brand will be a positive candidate experience all along their applicant journey.
Frequently asked questions
Q.Why is talent strategy important?
A.Talent is a key driver of an organization’s success, and a well-designed talent strategy can help ensure that the right people are in the right roles, and that they have the skills, knowledge, and support they need to perform at their best.
Q.What are some key elements of a talent strategy?
A.A talent strategy may include elements such as workforce planning, recruitment and selection, employee development and training, performance management, and succession planning.
Q.How do you develop a talent strategy?
A.Developing a talent strategy typically involves assessing the current state of your organization’s talent, identifying key gaps and opportunities, and then creating a plan to address those gaps and leverage those opportunities.
Q.How do you measure the success of a talent strategy?
A.Success measures for a talent strategy may vary depending on the specific goals of the strategy, but may include metrics such as employee retention, productivity, engagement, and development, as well as overall business performance.