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Talent acquisition is a perpetual process that aims to attract talent to participate in the growth of the company. The question is whether you are recruiting candidates or talents. Among the best practices in the talent acquisition process, we are going to discuss in this article the most fatal mistakes that prevent you from acquiring talent.
First of all, you need to know that poor recruitments are expensive! The difficulty of attracting talent is a problem that many companies face. Poor recruitment can therefore harm the company and employees. This results in a loss of productivity, a bad working atmosphere and the renewal of the recruitment process that generates additional costs.
Recruiters just can’t attract outstanding professionals because they focus more on recruiting candidates than on choosing the right talents.
Nowadays, with all the new technologies, recruitment has become completely different. That’s why it can be a good idea to work with professional recruitment teams, like Alcor. Recruiters definitely should be more creative to develop an effective talent acquisition process.
Main mistakes that prevent you from recruiting talent
The question is: are you recruiting candidates or talents? If you are not sure, let us introduce you to several main mistakes not to make to recruit real talent.
Don’t ignore the candidate’s experience.The employer/employee balance of power has been reversed in recent years. Job seekers now choose their employers. And it’s not about to change. The candidate experience, during a recruitment process, is the first thing to keep in mind when you publish an offer and look for the best talent. If you do not properly integrate the candidate experience into your strategy, you will make a colossal mistake.
It’s better to improve the candidate’s experience. Improving the candidate experience increases your chances of filling a vacancy shortly. It is important that you know the main causes of a candidate’s bad experience and that you avoid them. You must also familiarise yourself with best practices to improve the candidate’s experience.
The key points to remember:
- Provide a detailed and realistic job description,
- Call the candidates to confirm an interview date,
- Describe the different stages of the recruitment process,
- Stay in touch with the candidate,
- Send information emails if necessary,
- Quickly disclose the amount of the proposed salary,
- Inform as soon as the position is filled,
- Ask for feedback on the candidate experience for unretained profiles.
Don’t recruit relatives.Recruitment usually takes a long time. Recent studies show that the current process of job interviews will soon become completely obsolete. Companies are experimenting with new ways to recruit candidates.
Co-optation by employees creates a craze in the processes of acquiring new talent. This creates an absolutely win-win situation for the company, the current employee and the targeted candidate.
The concept is simple: instead of implementing a typical recruitment process, you ask your employees to recommend suitable candidates for vacancies. You can encourage your employees to co-opt their entourage by offering bonuses or benefits in kind if they are recruited.
Recruitment as part of a co-optation program takes less time and less effort. It is more profitable and promotes healthy relationships between employers and employees. If you have not yet tried this method, think about it.
Moreover, it can be helpful to disseminate on a few job sites! You have to recruit quickly and well. We need to have more candidates to have more choices. Your announcement needs to be more visible. This is what recruiters can hear these days. What is the key to success? Diversification and multiplication of sources of acquisition.
Multicast allows you to automatically publish, without creating an account or re-entering information, your job offers on a multitude of jobards. This allows you to:
- save you time;
- avoid time-consuming and boring tasks;
- have a wider influence of your ads;
- allow you to focus on tracking applications;
- free yourself time to focus on what is really important: the human.
Cooperation between HR and marketing departments is essential
It’s over, the days when human resources and marketing each went to their activities without even being aware of what both were working on. Now, these teams work together when it comes to producing a job offer that will catch several quality candidates, deploying a recruitment campaign on the web and on social networks, or taking actions to improve the employee experience. The idea: to make the organisation attractive as a potential employer.
Everyone loves success and wants to work for an inspiring company! Cultivating an employer brand can therefore be very profitable, both to attract quality applications and to reduce the duration and cost of hiring or to promote staff retention.
Think about your brand features
Everyone loves success and wants to work for an inspiring company! Forget the days when only job seekers had the difficult task of selling themselves. From now on, it is also up to companies to be attractive and attractive.
Once the prerogative of marketing, brand image is now an equally valuable sales tool for human resources, because companies must attract both current and future employees and customers.
Cultivating an employer brand can therefore be very profitable, both to attract quality applications and to reduce the duration and cost of hiring or to promote staff retention.
It is at the time of analysis that the brand is truly born. An objective look, a lucid portrait of the situation is necessary so that all the possibilities can be considered, so that the right angle, the right approach, the right way to position the company are found.
It is at this point that it becomes possible to think about all the implications of the positioning that is determined.
Behind the general image, there are the messages conveyed in advertising or on social networks, but also its philosophy regarding the service offered to the customer, the monitoring of its satisfaction, the quality of its services, products, etc.
In short, used wisely, fully exploited, the brand becomes a tool for transformation, mobilisation, which makes companies more efficient and profitable, able to arouse pride.
