You're looking to improve your company's talent acquisition strategy. What resources should you use?

To improve talent acquisition, utilize job boards like LinkedIn, leverage social media for outreach, implement employee referral programs, attend networking events, consider recruitment agencies, maintain a strong employer brand, utilize applicant tracking systems for streamlined processes, explore niche industry job boards, participate in career fairs, invest in training for hiring managers, conduct regular strategy assessments, and partner with diversity and inclusion organizations.

Os quadros de empregos são ferramentas interessantes, mas como já colocado, muitas vezes são caros e demorados, tornando-se impeditivos conforme a necessidade do processo de seleção. Particularmente, acredito que existem outras formas mais assertivas e colocaria os "quadros" como uma ferramenta complementar.

Especially in a candidate-short market, pairing with the right recruitment agency allows you to save time, smooth out the interview process and access a wider pool of candidates. In GRS Recruitment, our Clients have a designated Consultant to manage their requirement/s from beginning to end, offering thorough candidate screening, targeted advertising-advanced candidate attraction, interview support and even candidate testing and employment contract writing through our trusted partners.

To enhance talent acquisition, utilize resources like LinkedIn Recruiter for targeted searches, applicant tracking systems (ATS) such as Greenhouse or Workday for streamlined processes, and industry-specific job boards like Indeed or Dice. Leverage employer branding through Glassdoor and social media platforms for a strong online presence. This combination optimizes recruitment strategies and attracts top-tier candidates.

Build internal and external talent market place using skills based models and try to factor extensions of new skills into talent acquisition strategy & plans.

As redes sociais abrem excelente canal de comunicação é atratividade, cada uma com seu perfil de público. Acredito que o formato e a linguagem da comunicação devem ser próprios para cada ferramenta, seja Istagram, Facebook, LinkedIn, etc. A identidade corporativa, logicamente, é unificadora; mas a forma de tratar cada rede é cada publico exige flexibilidade.

If you are trying to bring on younger employees, it is imperative that you engage them through social media. This is predominantly where Gen-Z interacts, and if you don't allocate resources towards meeting them where you will at you will seriously limit your candidate pool.

Posiciónate adecuadamente en las redes sociales y adapta tu lenguaje al de tus seguidores. Es tu oportunidad de mostrar al mundo cómo es tu compañía.

Platforms like LinkedIn, Twitter, and Facebook provide an expansive reach to a diverse audience. Leverage these platforms not just for posting job openings, but also for showcasing your company culture, values, and employee testimonials. Engage with potential candidates through targeted content, creating a compelling employer brand. Additionally, explore industry-specific forums and groups where professionals gather. By incorporating social media monitoring tools, you can track industry trends and stay updated on talent movements. Integrating social media into your strategy fosters brand visibility, connects you with passive candidates, and adds a dynamic layer to your recruitment efforts.

Social Media im Bereich Talentakquisition und Employer Branding effektiv zu nutzen, bedeutet vor allem, Authentizität zu zeigen. Also weg mit den austauschbaren Stockfotos!! Es ist an der Zeit, potenziellen Bewerbern zu zeigen, was euer Unternehmen wirklich ausmacht. Es geht darum, die wahre Essenz Ihres Unternehmens zu zeigen und eine Verbindung auf einer persönlicheren Ebene aufzubauen. Indem du die Einzigartigkeit deiner Unternehmenskultur, deiner Mitarbeiter und deiner Arbeitsumgebung hervorhebst, kannst du dich von der Masse abheben und die richtigen Talente anziehen.

Concordo com algumas opiniões aqui colocadas, que a própria seleção da agência de recrutamento é importante. Atualmente, têm agências que mal veem as necessidades da empresa (habilidades, competências, pré-requisitos) e já despejam dezenas de currículos para o RH. O alinhamento com a agência é importante para que não se dispensa tempo, esforço e dinheiro no processo seletivo.

Not all recruitment agencies are built the same. A recruitment agency who will take any job they can get and charges 50% upfront is likely going to fail you. However - there are specialized recruiters who focus on a niche area of the market that can add passive talent to your pool - on a contingent basis, too. By working with THESE recruiters, they can quickly deliver you on-the-mark, passive candidates who wouldn't have applied into your posting. If you do hire an internally sourced candidate - you don't owe the agency a dime. This way, you can hedge your bets and ensure that the BEST hire is made, NOT just the most easily identifiable.

Cuando decidas recurrir a una agencia de contratación recuerda que es importante que conozcas al consultor que trabajará para ti. Algunos aspectos importantes son la especialización del consultor, las herramientas a utilizar y marcar los tiempos del proceso de selección.

In enhancing your company's talent acquisition strategy, incorporating recruitment agencies is a strategic move. These agencies bring specialized expertise, industry insights, and a network of qualified candidates. By partnering with reputable agencies, you leverage their knowledge to streamline the hiring process and tap into passive talent. This not only saves time but ensures a more targeted approach. Consider agencies with a proven track record in your industry, aligning with your company's values and goals. While leveraging in-house resources is crucial, partnering with recruitment agencies can provide a valuable external perspective, helping you navigate the competitive talent landscape more effectively.

1. Der erste Kontakt ist entscheidend: Beginne damit zu erfragen ob und wo genau Unterstützung benötigt wird? 2. Kommunikation mit dem Kandidaten: Es ist wichtig, den Kandidaten über das Unternehmen zu informieren. Stelle sicher, dass der Kandidat nicht bereits in einem Bewerbungsprozess mit dem Unternehmen steht oder gestanden hat. Die Kommunikation sollte sich auf die Gehaltsvorstellungen des Kandidaten konzentrieren, nicht auf die gewünschte Provision. 3. Es ist wichtig, den Prozess des Unternehmens zu akzeptieren, gezielt nach den geforderten Profilen zu suchen und Vertrauen in die Zusammenarbeit mit dem Unternehmen zu setzen. Das bedeutet auch, auf geschwärzte Dossiers und gefälschte Kontaktdaten zu verzichten.

Una manera natural y eficiente es sin duda, la referencia de los empleados en donde la marca empleadora puede focalizar los esfuerzos en la la experiencias de la cultura organizacional en donde está presente la gestión del talento. La retención/fidelización es uno de los recursos más rentables debido al aprendizaje organizacional. Tener los datos de cuáles son las competencias necesarias para poder empatar el relacionamiento y despliegue del talento en un entorno laboral apropiado en ambos sentidos.

As indicações internas são um meio altamente eficiente. Mas é preponderante criar na equipe uma cultura de indicações, isto é, mostrar a importância de cada funcionário nesse processo. Afinal, não é para ajudar amigos de forma benemerente, mas sim identificar profissionais que compartilhem dos valores e princípios organizacionais.

I have found this is far and away the best method to attract and retain top talent. Usually, internal employees won't risk sticking their neck out for a candidate that they think will reflect poorly upon them, so they will only put forth serious and qualified candidates (not always, but generally speaking). Think of employee referrals as candidates that are "pre-qualified". Also, these employees want to do right by their friends, so they tend to work harder/stick around longer in an effort to do so.

Almost always, the first step of any hiring process should be asking your existing employees if they know someone good for the role. Why? A referral is a cheaper way to hire, a faster way to hire, generally produces a better hire and lowers the turnover rate at your company. The reason being is as follows: 1. A referred candidate is faster to hire than a traditional candidate. 2. A referred candidate is cheaper to hire than a traditional candidate. 3. A referred hire will stay at their job longer than a traditional hire. 4. An employee who successfully referred a candidate will stay at their company longer than a traditional employee. A successful referral makes an employee feel better about the company they work for.

Crear un sistema de referencias para empleados mejorará tu atracción de talento y aumentará tu base de datos. Procura retribuirlo bien para que sea atractivo.

Honestly, I think these are hit or miss. I've seen some people who barely passed our online assessments that turned out to be perennial top performers. Conversely, I've seen people whose scores are off the charts, but they don't work out. I would give some consideration to online assessments (they are a data point), but not over-weight them.

Online candidate assessment is what we are specialized in as a company. What we use before the interview are psychological tests because they give an objective picture of cognitive abilities and personality traits. In this way, a subjective impression and the projection of one's own experiences and emotions onto the candidate is prevented. Each battery of psychological tests is created specifically for each position for different employers in order to give us answers on whether the candidate fits into the work atmosphere and culture of the potential employer.

These tools provide a data-driven approach to evaluate candidates' skills, cognitive abilities, and cultural fit. Platforms like Codility, HackerRank, or even customized assessments enable you to objectively measure competencies crucial for the role. Incorporating such assessments early in the hiring process streamlines candidate screening, ensuring that those moving forward possess the necessary capabilities. This not only saves time but also enhances the accuracy of your evaluations. By leveraging online assessments, you gain valuable insights into candidates' capabilities, contributing to more informed hiring decisions and ultimately strengthening the overall effectiveness of your talent acquisition strategy.

La clave está en elegir pruebas que realmente midan lo que necesitas, sean legales y éticas, y den un buen feedback a los candidatos.

We carry out online assessment using almost exclusively our tests based on psychometrics which are standardized on a certain population. This is as objective as it can be. But, a chance for a candidate to introduce her or himself is a must for those positions where there is no job posting, but a direct recruiting and individual approach is performed.

Adopting an engaging Alumni Network, similar to what universities do, represents a forward-thinking strategy. Creating a structured and engaging community of former employees who have left an organization on good terms can significantly enhance the talent acquisition strategy and strengthen the employer brand. An alumni network fosters a sense of lifelong affiliation with former employees, reinforcing that their contributions are valued beyond their tenure. This continuous relationship can turn them into long-term brand ambassadors for the organization. It must be thoughtfully designed and carefully and consistently managed; it's not just about maintaining a list of former employees.

To make company better at hiring, use online job sites, show off the company on social media, meet people at industry events, work with good hiring agencies, encourage employees to refer their friends, and make sure the careers page on our website is easy to use. Keep checking and improving these methods based on data and feedback.

Existem recursos e práticas que podem ser empregados para atrair os melhores profissionais. Algumas recomendações: - Desenvolvimento de Marca Empregadora. - Presença em redes sociais profissionais, como o LinkedIn. - Parcerias com instituições de ensino. - Escolhi a Abler como ATS da minha empresa. Através dele, divulgo as vagas dos meus clientes por meio do LinkedIn, Google Jobs e outras plataformas de anúncios de vagas. Esse recurso tem contribuído significativamente para a visibilidade das oportunidades e atração de talentos qualificados. Quando implementadas de maneira integrada, essas dicas podem fortalecer consideravelmente a aquisição de talentos.

How are you positioning yourself as the Employer of Choice? I hang out where Marketing and HR meet. Job boards, referrals, etc, are all fantastic ways to find the people to bring on. But have you done the work to position yourself as a company people want to join? How is your company showing up on social media, or your website? What is your reputation among the industry, the local market, and among your employees? In addition to the ways this article has listed to increase talent acquisition, I recommend taking a deep dive inward if it has been a hot minute or hasn't been on your priority list before. Not sure where to start: Google Employee Value Proposition. :) Need more support, reach out. You got this!

Improve your company's talent acquisition strategy is about reaching the ideal Candidates but also delivering a great Candidate Experience. I was surprised that the article was solely focused on how to increase Talent Acquisition (TA) reach and not on process improvement based on Candidate feedback. I'd recommend that every company's TA strategy also includes listening modalities for a certain percentage of users that apply, are given/not given interviews, and receive offers/are rejected. If you don't have a desirable Candidate Experience, it won't matter how much effort you put into building the pipeline via job boards, referrals, or agencies.