This blog is written by the Chief People Architect of a management consulting practice. It steps through how HR departments and entrepreneurs can transform their workplaces from dreary and stressful to fun, energized and engaging for their employees. It covers topics on HR management and policy development, with topics on consulting, managing staffing firms, general workplace issues, employment matters, work trends, interviewing and other recruiting topics.
Wednesday, January 18, 2017
Managing Your Talent Acquisition Operations
Managing Your Talent Acquisition Operations
Having a great team of recruiters is clearly the first step of setting up scale-able Talent Acquisition Operations (TAO) model. Strategic Leaders are always looking at ways of evolving their organization through all phases of a companies life-cycle be it Inception, Growth, Maturity or even Decline. In each phase, TAO's priorities and focus change but should always have a strategic approach as a foundation. What doesn't change, is the need to have a productive talent pool that can demonstrate professional agility and adapt to market and economic conditions. TAO starts with sourcing. Some of the most successful organizations in the world have robust teams made of both internal and contingent workforce and are ahead of the rest by using social media recruiting tools to reach the passive STAR candidate! But what if with all of your efforts, talent and sourcing your process comes to a halt! Even if your company is in transition, your talent pool needs remain and in some cases become more urgent? How then do you ensure a "productive talent acquisition process"? Well, you could consider these clever strategies:
- user friendly systems that automate administration
- user friendly systems that automate administration
- elimination of duplicitous tasks and projects
- centralized communication and data storage
- -tapping into Alumni communities
-revisiting stored CVs/Resume
The candidates gathered through these activities should be processed in one way or another in order to ensure that you maximize these people. Of course, you have to give back if you are going to consider these applicants. Here is an excellent suggestion on how companies could give back:
"If you are being clever about attracting candidates to your careersite, then you MUST deliver to them a great candidate experience. Whether or not you hire the individual, this initial contact with your company sets the groundwork for the long term communications and relationship that can be extended throughout that person's network as well."
Do you agree or disagree?
-revisiting stored CVs/Resume
The candidates gathered through these activities should be processed in one way or another in order to ensure that you maximize these people. Of course, you have to give back if you are going to consider these applicants. Here is an excellent suggestion on how companies could give back:
"If you are being clever about attracting candidates to your careersite, then you MUST deliver to them a great candidate experience. Whether or not you hire the individual, this initial contact with your company sets the groundwork for the long term communications and relationship that can be extended throughout that person's network as well."
Do you agree or disagree?
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