Successfully aligning talent acquisition: here's what you need to know...
In order to be strategic and successful your talent acquisition strategy has to be aligned to 3 main areas:
1 – Your business strategy.
You need to consider whether your talent acquisition strategy will be able to deliver the talent that the business needs to deliver its goals over the next 5, 10, 20 years. So, ask yourself…
- Does your talent acquisition strategy align to your business strategy?
- Do you have the workforce planning capability to know who these people are?
- Do you have the talent pooling capability to ensure you’re ready to hire them when you need them?
2 – The wider HR strategy.
Traditionally, HR has addressed talent issues in individual silos and project data often isn’t shared freely between them. This often means that the candidate experience and the employee experience that organisations offer aren’t consistent. This has a knock-on effect throughout the business:
- A slower recruitment process could lead to candidate withdrawals
- New starters take longer to become productive if they’re not onboarded well
- Dissonant experiences through talent acquisition and talent management will adversely impact culture and engagement scores
- If TA and HR data isn’t aligned then organisations can’t fully understand TA’s impact on the business, or use any insights for continual improvement.
TA and HR have to work together to ensure that a holistic experience is not only delivered, but also measured and continually improved.
3 – Your people.
In 2019, internal talent mobility became a C-suite-level topic, with 76% of leaders rating it important and 20% rating it as one of their organisation’s three most urgent issues. (Deloitte)
This isn’t just because internal hires are quicker and cheaper to recruit, but because they perform better. Candidates found internally will already be a cultural fit with your business, and they’ll take less time getting up to speed.
But data from 2019 showed that more than 50 percent of HR leaders felt that it would be easier for employees to find a job outside their organisation than inside (Deloitte). This highlights the need for TA to be aligned with HR – if you aren’t meeting employees expectations when it comes to career development you’re more likely to loose talent and potentially risk damage to your employer reputation.
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