Working as a TA professional in today’s fast-paced and highly-competitive job market is tougher than ever. Not only are qualified candidates harder to find and in short supply, but the talent acquisition game is rapidly changing to meet candidates’ expectations and preferences rather than recruiters’, signifying a dramatic shift in the power dynamics between hiring teams and talent when compared to the status quo from not so long ago.
To thrive in this environment, recruiters need an effective and battle-tested talent sourcing strategy designed to deal head-on with their industries’ current talent-related obstacles and opportunities. But where to start?
Brazen’s New Talent Sourcing Guide
Our new talent sourcing guide titled “How to Update Your Talent Sourcing Strategy in a Candidate’s Job Market - The Ultimate Checklist” has the answers. This two-part, self-guided checklist was specially designed for TA and HR professionals to help you analyze your current talent sourcing strategy and to give you step-by-step instructions about how to modernize it for the demands of today’s talent market.
Read about some of its top takeaways and tips below. To access the full free guide, click here or on the banner.
Map Out Your Talent Sourcing Strategy in 3 Stages
To know where you’re going, it’s important to know where you’re starting from. Talent sourcing strategies are no exception. Whether you are just starting to put together your organization’s sourcing strategy for the first time or have already had one in place for years, it’s helpful to analyze it in relation to the following three sequential stages:
Stage 1: Identifying Talent
Clearly define who you are looking for, their necessary skill sets (hard and soft), their core job requirements, and candidate profiles in relation to specific positions. Ask for the help of hiring managers and DEI experts alike to help ensure that your resulting talent profiles are accurate and inclusive.
Stage 2: Locating Talent
Now that you know who you’re looking for, it’s easier to determine where to search! Make a list of traditional recruiting sources as well as ones you haven’t tried yet, then make a tactical, data-driven plan about where to look next and how much you plan to invest in each of these recruiting channels based on ROI and other measurements of success.
Stage 3: Building Relationships
Consider your communications strategy for each talent source and nurture connections with individual candidates as well as new talent pools regularly. Maintaining close contact and delivering positive candidate experiences with the help of virtual events and other HR tech is fundamental to fostering long-term relationships with your organization and brand.
Updating Your Talent Sourcing Strategy for Today’s Demands
So now that you’ve mapped out your current talent sourcing strategy, let’s determine how effective it will be in today’s competitive talent market. Whether you decide to tackle sourcing in-house, outsource the process, or use a hybrid approach, the steps in our guide will help you update your talent sourcing efforts and modernize your strategy to respond to the emerging conditions currently seen in the talent market.
Want to read more? For the full guide and all phases and steps, click here to get your own copy.
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