4 of the biggest talent acquisition challenges
This month, I’m travelling around Australia and New Zealand, meeting lots of amazingly talented people.
The biggest take-out for me so far is the diversity of challenges that talent acquisition experts are trying to tackle. So, I thought I’d share some of the interesting themes that have bubbled to the surface and what learnings people have taken away from a number of different events so far.
Brand relevance. Talent acquisition experts find it difficult to adapt overarching cultural statements into more granular, relevant stories that resonate with the target audience. Helping candidates connect with the brand and truly understand why current employees choose to align their careers with this particular organisation is hard to do across so many different role types.
By creating professional and concise video content to articulate its employee value proposition and embedding these links into their job ads (which is free to do), organisations can communicate its message more effectively. Knowing that 72% of Australian smartphone users watch video content and that ads with video content are viewed more, shared more and receive more applications, this is a priority.
Government departments and not-for-profits
Salaries and process. Talent acquisition experts in government departments and not-for-profits struggle primarily with these two really big things. They struggle to compete with commercial salaries and risk losing good talent due to process.
They can overcome some salary barriers by being more transparent and communicating specific information about salary packages and how they work, along with clearly articulating the associated benefits and career development opportunities on offer. When it comes to process, they really need to challenge whether key selection criteria is still relevant and beneficial for all roles. Is merit really being served if they’re not even getting the best candidates applying? Do they need selection criteria to be completed and if so, at what point in the process do they ask candidates to address it?
Expertise and unique talent pools. Hiring managers expect recruiters to be the expert. They trust them to know more about the industry than anyone else. While this is exactly what they want, it is difficult to stay on top of the latest trends and provide the right level of consultative advice. As structural shortages continue to deepen, being able to find new ways to identify and communicate with potential talent pools is becoming increasingly difficult.
Two of the most valuable resource tools are SEEK’s Industry Insights report and SEEK Talent Search. Using the Industry Insights, recruiters can saturate their understanding of specific industries to educate hiring managers on the real time supply and demand trends impacting resourcing. This level of insight will help recruiters take more robust job briefs and select the most appropriate sourcing strategy to meet the client’s need.
In addition, SEEK Talent Search gives recruiters the flexibility to not only search for the best talent to meet the needs of the client, but to identify talent pools and connect with them in ways that make sense. Being able to understand a candidate’s career motivations and desires, knowing what salary they want, what locations they are willing to move to and just how active they are, all helps in connecting with the right candidates in the right way to quickly meet a client’s needs.
Time. HR and hiring managers in SME businesses wear so many different hats, writing an ad is just one thing in a long list of things to do that they know they’re not executing as well as they should. Sometimes they feel like they could better structure and script ad content to attract the right candidates.
Scorecards are such a great way to keep them focused on what works and what doesn’t. It helps HR and hiring managers to quickly audit job ads and see which bits are doing well and what they need to work on. Having a framework to work to is going to make it easier to create greater efficiencies in their process.