Talent Acquisition Tips

12 Things Most Recruiting Teams Forget [PDF]

Nov 19, 2021 - Valery Caputi Lopez

Talent acquisition teams are no strangers to complexity, particularly in today’s volatile and highly-competitive job market. From candidate sourcing to screening, interviewing, and hiring, as well as developing a cohesive employer brand, modern TA teams have to juggle so many aspects of the recruitment process at once that it’s easy to miss important details that can impact the success of their hiring goals as a whole.

Luckily for our readers, we’ve compiled a downloadable guide of 12 Things Most Recruiting Teams Forget (but You Won’t!) so you’ll know exactly where to look in your talent acquisition process. Use our comprehensive list to audit your own hiring practices from the inside out and make sure your recruiting efforts are all primed towards achieving your talent acquisition goals.

Read about some of our top tips below. To access the full free guide, click here or on the banner.

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1. Update Your Job Description Template(s)

    Templates are a useful way to put together new job descriptions quickly, but are you updating these job post templates as regularly as you should? If you mention company specifics such as headquarters, offices, revenues, clients, awards, number of employees, etc, then you’ll want to make sure that they always reflect the newest information in real-time. Also check to make sure your latest employer branding messaging is being used to put your best foot forward to job seekers and qualified candidates.

    2. Simplify Your Application and Recruitment Process

      If many of your prospective candidates are abandoning your hiring funnel rather than completing it, something in your application or hiring process may be to blame. Look for ways to streamline your candidates’ journeys by identifying hidden bottlenecks that may be unnecessarily extending your application process. Start by completing the application process yourself to get a full view of what candidates encounter in your talent acquisition process or have an external audit conducted to help you identify opportunities to improve. Ask for feedback from previous candidates or new employees who recently completed the process. Proactively reduce any redundancies to make it simple and less time-consuming to apply, and remove any leftover components that may still exist in your process due to legacy reasons or old technology constraints.

      3. Align the Language in Your Automated Emails

        Automated emails are more than just generic messages; they’re a vital part of your organization’s candidate communication strategy. If the language in your automated emails isn’t an accurate reflection of your company’s current culture and personality, it may be time to change that so that all your email messaging (automated or not) is cohesive and consistent from start to finish. While you’re at it, make sure you’ve got a comprehensive view of all communications that potential applicants receive along all typical candidate journeys, including those moving them forward in the process and those not. Be aware that more than one system may be communicating with your talent pool at any given time, so it’s important to look across every tool—even the ones which may not fall under your individual purview. Make sure all of your candidate-reaching messages are consistent, updated, and streamlined to provide the ideal candidate experience.

        4. Make Your Language More DEI-Friendly

          Take a fresh look at your recruitment materials on a regular basis. Are they written to be inclusive and inviting to a diverse variety of talented candidates, or is there room for improvement? Make sure your hiring materials are created with a DEI perspective in mind to ensure that every element of your recruiting process is supporting your DEI hiring goals and your related talent acquisition strategies.

          5. Update Your Job Ads and Recruitment Marketing Promotions

            Are your job ads relevant and effective in driving high-quality candidates to your job listings? Do they reflect your current employer brand and company culture? Are they aligned with your DEI initiatives, as mentioned above? Are they being shown in the right format, place, and time? Think like a marketer and regularly test the effectiveness and positioning of your job ads to find the right mix of promotional elements in order to get the most of your recruitment marketing and talent acquisition efforts. While you’re at it, try out some new calls to action in your recruitment marketing campaigns to drive candidates to participate in virtual hiring events. It’s always a good idea to regularly refresh your job ads, so don’t treat them like a “set it and forget it”!

            Want more? For the full guide and all 12 tips, click here or on the banner below.

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