Talent acquisition: Strategies and tips for HR teams  

A successful talent acquisition strategy is particularly important in today’s highly competitive job market. This is why we’ve put together a list of key steps involved in some of the best talent acquisition strategies. 

Top strategies to attract the best talent  

Getting talent acquisition right will vary from organisation to organisation which is why it’s important to consider your objectives first, and tailor your approach accordingly. Some common processes involved in successful talent acquisition strategies include: 

1. Implement effective employer branding and review your reputation  

Jason Seiden of Brand Amper says that "a company has a reputation in the market for its products and what it sells. But companies also have a reputation as employers.” This ‘reputation as employers’ is referred to as employer branding, which CIPD defines as ‘…a set of attributes and qualities, often intangible, that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture.'

Research suggests that organisations that implement an effective employer brand have been able to cut their cost-per-hire in half and attract more than three times as many applicants per vacancy. 

Although many businesses are making CSR, workplace well-being and diversity, equity and inclusion (DEI) top priorities, Robert Half’s report suggests that businesses have more to do in attracting and retaining talent, with candidates increasingly being focused on businesses’ values and culture.  

Whilst salary may be a major factor for most, there are many other considerations candidates have: 

Aligned values.
According to a Deloitte Millennial Survey, “millennials and Gen Zs, in general, will patronise and support companies that align with their values. Younger generations are putting their money where their mouths are when it comes to supporting businesses that make a positive impact on society. Many say they will not hesitate to lessen or end a consumer relationship when they disagree with a company’s business practices, values or political leanings.” 

New talent will likely value transparency and authenticity so let them see some of your people enjoying what they do.
You could demonstrate organisational culture across your social channels – from behind-the-scenes footage of your workplace on Snapchat and Twitter to photos of your working environment and company events on Facebook to employee quotes and interviews with existing employees on LinkedIn. 

The recruitment experience.
A branded recruitment portal is a great way to improve the candidate experience from the first touchpoint with your organisation, enabling potential employees to see a window into your organisation, the roles available and get an idea of culture. 

Employees as advocates.
Once candidates become employees, they’ll expect to live the brand they experienced during the recruitment process, so it must closely align with your true organisational culture and employee experience. When it does, your new hires will become engaged and passionate employees and the best advocates of your brand, helping you acquire more talent. 

Think about what kind of culture you have to offer to attract talent, and how you can develop and communicate this externally to form the foundation of your talent acquisition strategy. 

2. Prioritise a digital-first approach to talent acquisition 

Candidates today can interact with your organisation in so many ways. Each of these interactions provides a unique opportunity to personally engage with a candidate who could become one of your future leaders. 

Millennials and Gen Z candidates in particular are used to getting information as and when they want it, and you should be able to offer this right through your employee lifecycle – from recruiting to employee development and beyond. Have you thought about the following digital considerations in the employee journey? 

Candidates research employers before applying for jobs.
“Everything a candidate has ever heard, read or witnessed about your company will enter into the decision of whether to work with your company,” says Will Staney, former Head of Global Recruiting at Glassdoor. Websites like Glassdoor (which allows employees to anonymously review their own workplace) may form part of this research so it’s worth checking out whether your existing employees have contributed and what they might say to a new candidate about your employee satisfaction rates. 

Advertising via social networks.
Social networks are one of the most powerful ways of attracting and acquiring talent, with the ability to design targeted ads for your ideal candidates and as a way for potential talent to get an idea of your brand and your values. 

A mobile-optimised talent acquisition process.
The ability to apply for vacancies with a few taps of their smartphone is something many candidates not only appreciate but expect as the norm, so ensuring job postings are at the very least mobile-friendly, and ideally, optimised specifically for mobile will remove any barriers to applying. Using a mobile-friendly branded applicant tracking system also enhances the employee experience, with the ability to show candidates more about the benefits of working at your organisation, apply for a job and use it as a communication tool throughout the recruitment process. 

Automation to support, not replace, the personal touch.
Increasingly, organisations are turning to automated HR technology to help them improve their talent acquisition strategies and increase efficiencies, but that doesn’t mean the personal touch goes out the window. If anything it should be quite the opposite. Advanced recruitment software makes it easier to communicate with larger volumes of candidates and ensure personalised responses. 

Pre-employment screening.
Automated pre-employment screening ensures secure verification of candidate credentials and background checks, making this process quicker and easier too. Options such as the Right to Work app can also be beneficial for organisations with simpler screening requirements. This can help organisations remain compliant, whilst speeding up the hiring process for your candidates. 

A slick onboarding process.
HR interactions should be slick and efficient throughout the onboarding phase too, as studies have shown that focusing on onboarding can help companies retain 50% more new employees than those that don’t. 

One way to actively demonstrate your company’s technology credentials from the outset is to make use of onboarding software in order to engage with successful candidates once an offer is made. Reducing admin and making HR tasks digital with self-service software tools is also likely to give a positive first impression. Helping new talent to understand their role, what is expected of them from the start and where to get appropriate training and support will contribute greatly towards a positive onboarding experience.  

Digitally connected employees can be the secret weapon in talent acquisition. Everyone wants to work for businesses where morale is high, employees are happy, and satisfaction is positive. Employee referrals could make a real difference to recruitment success, so referral programmes are worth encouraging. As Raymond Carvery of Harvard Business Publishing points out; utilising your employees’ ability to spread information about your organisation could be the best recruiting investment you make. 

Employers need to truly embrace technology when looking to attract and acquire talent. Not just in using social media to support recruitment, but also leveraging digital tools and apps to support upskilling, career development, social collaboration, skills sharing and employee recognition. 

Our HR and Payroll specialist Adam Barrett recently spoke about ensuring a return on investment is made from your recruitment technology and the importance of a better onboarding process: