Four Tips to Help You Excel in Talent Acquisition

Editor’s Note: The following is the second installment of a three-part series featuring influential women from Paychex. Part I of the series kicked off on Sept. 22 in conjunction with American Business Women’s Day.

 

Much like many other business functions, the world of talent acquisition is evolving at every stop. Mining for, finding, hiring, and maintaining top talent can be a challenge, but it’s an attainable feat if you play your cards right. Building a track record of effective and meaningful hires will not only contribute significantly to the overall success of your company, it will likely result in your escalation up the talent acquisition ladder.

With that in mind, here are a few tips that I believe can help you to excel in the world of talent acquisition:

  • Know your business inside and out. Make yourself an expert on how your company functions, what you’re selling, and how the company makes its money. Becoming familiar with things like the value prop your sales team is using or future company goals can help with that understanding. With that in mind, don’t ignore the competition. Are you losing talent to competitors? If so, find out what’s driving them elsewhere. It goes without saying, but knowing what sets your company apart from the competition can pay huge dividends.
  • Understand today’s market. Talent acquisition has evolved to become more about marketing than ever before. The ability to fully grasp your company’s image and culture are paramount, as is channeling those sentiments to prospects through a variety of ways that include everything from social media engagement and good old fashioned word of mouth. Some of what we do today could be looked at as re-recruiting current employees. Make them feel good about where they work and understand what makes it such a great place to work. Finally, be creative, relatable, and strategic in everything you do – writing job descriptions, social media posts or replies, and everything in between.
  • Accept that data is your friend. Understanding and applying metrics is an opportunity to shine. If you can wrap your brain around the numbers and use that knowledge as insight into the hiring process, you’re almost guaranteed to save time or money or both. This goes from company-specific data from something like the results of a recent employee engagement survey to drilling down into the habits of prospects in a certain area or age group. For example, if you know recent college graduates are more likely to search for jobs via LinkedIn, targeting of that age group should reflect that fact. If you’re looking to fill a customer service position, you might favor Monster.com over CareerBuilder.com. In addition, data has the ability to reveal how many calls, candidates, and people you need to look at to make a hire. Track those trends and use the information to your advantage.
  • Develop and maintain fruitful partnerships. When it comes to succeeding in talent acquisition, this might be the most important point of all. Establish and nurture partnerships with marketing, hiring managers, TA specialists, and other key players within your company who have the ability to reach and influence prospects. When it comes to marketing, consistent messaging is key. You don’t want to be telling prospects one thing on Facebook and a completely other thing within a formal job description. A solid partnership can ensure that both are on the same page. A good relationship with your company’s hiring managers and TA specialists is of particular importance. At different times and for different reasons, it results in your ability to influence them to look at internal talent, talk to them about the talent that is needed for the future, and identify candidates that will grow and stay in the organization. Maintaining these healthy relationships will help tremendously in forecasting the future and optimizing the talent planning process as a whole.

As I mentioned, it’s an exciting time to be in talent acquisition. The opportunities to excel exist, and it’s up to you to be mindful and take advantage.

 

About the Author: Jody Stolt is the director of Talent Acquisition at Paychex, a leading provider of payroll, human resource, and benefits outsourcing services for small- to medium-sized businesses. Since joining Paychex four years ago, Jody upgraded the applicant tracking system to Paychex’ own MyStaffingPro™ to streamline processes, enhance the candidate experience, and increase recruiter efficiency in supporting nearly 4,000 hires and 22,000 applicants annually. Jody’s career spans over 25 years in recruiting, workforce planning, and strategic human resources at companies including PAETEC/Windstream Communications, Skillsoft, and ER Associates, a private HR consulting firm.

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