Attracting talent to join your business should not be seen as a one off transaction. If you are serious about achieving your long term Vision then you need to establish and cultivate a strong pipeline of individuals who you would love to come and work for you.
Just like building brand loyalty for your products, building a strong employer brand and progessing potantial advocats or employees through your pipeline takes time, investment and creative thinking.
This article will provide you with some golden nuggets to get your Talent Acquisition strategy off to a strong start.
So, you've got a problem: The talent that you've determined fit so well into both your organization overall and the designated role specifically has just slipped through the cracks. Now, what? This happens all the time. Talent-acquisition professionals follow their process and find an "A" player, but before an official offer can be made, the candidate is off to greener pastures. However, take heart: Just because this person moved on doesn’t mean he or she is permanently off the market. A 2016 LinkedIn study found that fully 90 percent of the 33,000 global professionals surveyed said they wanted to hear about open jobs. In other words, most employees are at least passively looking on a continual basis, always interested in new opportunities.
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