One of my favourite subjects in recruitment, the process!
This article provides good ideas around setting out to constantly improve and innovate your talent acquisition processs and avoid it being simply considered a recruitment process.
Partnering companies every day with senior level recruitment, we have first hand experience of their process to attract, acquire and retain talent at lower levels and there is so much room for improvement.
Recruitment is a very competitive environment and so if you want the best candidates to join you and not your competitors, you really need to give a lot of thought to your recruitment process and Employer Branding.
One of the key characteristics of strategic leaders is that they don’t just focus on refining existing processes, they are also forward-looking. So they continually ask themselves the strategic question “What is missing that we should be adding?” It’s easier to focus on existing processes that need tweaking like sourcing and interviewing because somebody runs and champions them and there is a budget allocated to each one. But in a constantly changing world of business and recruiting, you simply can’t afford to stand still with your existing programs and processes. So even though it is difficult, strategic talent acquisition leaders need to set aside at least one day per month (i.e. omissions day) to identify key TA “omissions.”