Talent Acquisition Doesn’t Have to Hold Your Company Back
How to Make Talent Acquisition a More Streamlined Process
One of the most common bottlenecks organizations face today is in regard to talent acquisition. In many cases, it’s the relationship/communication issues between recruiters and managers that cause the bottleneck.
According to Forbes, up to 77 percent of hiring managers believe the candidates brought in by recruiters have not been adequately screened. Conversely, just over 50 percent of recruiters are under the impression that hiring managers aren’t telling them exactly what they want in new employees.
Regardless of who is right or wrong, poor communication can hinder the hiring process.
Furthermore, the bottleneck can be worse if the company doesn’t come up with a compensation strategy that is competitive in their market, which means when they do actually land a good candidate, they will take a job elsewhere.
So, how can you make talent acquisition less of a hassle and more of a benefit to your organization? First and foremost, you have to be prepared. You need to know exactly what it is you’re looking for in your prospects. You have to relay these thoughts with great attention to detail to your recruiter, and you must know what the market is giving these qualified candidates in terms of salary and benefits.
If your hiring managers are too indecisive or critical, you’re also going to have problems following through on a talent acquisition strategy. Your HR team must be on the same page and ready to pounce on qualified individuals. However, if they’re searching for the “perfect” person, it’s safe to say that they’re probably never going to find it, so being less critical and more open to imperfection is a must.
If you’re missing out on top candidates because they’re taking jobs elsewhere, it could be a communication issue. Your recruiters must be excellent communicators and always ready to answer questions and have the right conversations that keep the candidate interested.
One of the best ways to know if your applicants are suited to your workplace is to make the predictive index and behavioral assessment part of the hiring process. This is a science-based process that unveils the complexities of people and provides you with the knowledge about how they will fit in your organization.
With workplace behavior experts on your side, you can have the assurance that these scientifically validated assessments are carefully combed over, identifying more than 7,000 positive correlations between business performance and assessments.
At PI Consulting Group, we unravel the complexities behind a worker’s behavior/performance in the workplace, helping to reveal exactly how they’ll fit in your organization. Furthermore, we can use the same process to determine which current employees should be groomed for leadership positions.