5 Talent Acquisition Strategies for HR Leaders in the Workplace

There is a popular belief that the recruitment industry is broken and that job seekers are out there to pay the price. But what if the industry is simply running through major changes thanks to recruitment software meant to support talent acquisition? In this article, the FastTalent team would like to give some insights into how HR leaders can use smart solutions to improve recruitment and handle high-volume hiring needs without losing efficiency.

1. Software for Recruitment Efficiency

Multiple smart recruitment solutions aim to provide new technologies for recruiters on the talent acquisition side. Image a recruiter or staffing agency with hundreds of monthly positions to fill, each receiving hundreds of applicants.

Finding the right candidates can be challenging when skimming through dozens of application profiles. This is where software like FastTalent also lends a hand to assist recruiters:

• Recruitment process automation tools: Software for tracking applicants in their application pipeline and seeing their progress from application to recruitment.

• Real-time data: Following a clear overview of the number of jobs potential candidates are filling and helping departments make informed choices about budget allocation for job postings. This also provides up-to-date hiring trends and candidate data, allowing companies to refine their hiring strategies to match the job market’s demands.

• Targeted Job Advertising: Creating new job posts across multiple platforms that help increase visibility through targeted advertising. This makes it easier for people with the right skills and experience to get the right job notifications.

2. Employer Branding as a Recruitment Asset

Highlight the power of a strong employer brand to attract top talent. This is where tackling certain issues that job seekers face through authentic stories about company culture and values through social media, industry events, and other channels. A genuine brand helps organizations stand out and attract candidates who align with their mission.

For example, many job seekers face lengthy application processes or are continuously ghosted by companies that could have been a great fit. These stories and topics can earn trust and credibility for HR leaders who want to recruit top talent for different companies.

At FastTalent, for example, we love to write navigation tips on how recruiters are facing a tough time navigating a large talent pool and will need the support of advanced algorithms that can target passive candidates by analyzing their online activity and engagement.

3, Application Tracking Systems

It is no surprise that many HR leaders and professionals are swarmed with resumes thanks to job openings becoming increasingly publicly available. A single job post on LinkedIn, for example, can attract hundreds of applicants in a matter of days, thanks to remote work.

This makes recruiters’ jobs much more time-consuming since they’ are compelled to sift through dozens of unqualified applications and improve the overall hiring experience for both recruiters and candidates.

This is where ATS or application tracking systems can be a huge advantage in skimming through a dozen resumes that do not meet certain job criteria. ATS can help outline the necessary requirements presented by HR to be even eligible for an interview. These criteria can include a minimum number of years of work experience, education, skills, and the relevance of work history. This helps HR leaders to focus on the strongest candidates and eliminate the bad apples.

4. Diversity, Equity, and Inclusion in the Hiring Process

DEI is a common term that describes policies and programs that promote the representation and participation of different groups of individuals. Why is this beneficial for HR leaders?

While we have already talked about narrowing down unqualified candidates through ATS, we can also expand on potential hires by expanding the job pool to diverse hires. According to a Forbes article, DEI companies had a 39% increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile.

HR leaders can also use the power of CSR (corporate social responsibility) in their branding to attract more applicants.

5. Job Advertising

Targeted job ads are a strategic advantage in a crowded job market, helping HR teams focus on attracting candidates with specific skill sets or experience. When implemented effectively, these ads reduce the time spent sifting through unqualified applications and improve the overall hiring experience for both recruiters and candidates. Recruitment software can automate and optimize this targeting process, ensuring job postings reach a relevant audience and meet hiring goals more effectively.

Conclusion

HR leaders will need help recruiting the best candidates as job seekers seek to maximize the number of applications through AI. While the number of job seekers increases on paper, the right candidates may diminish under the piles of applicants generated with AI.

This is why HR leaders and recruiters must adjust their talent acquisition strategies to the new recruitment processes, following a line of automation through software.