• Lindi Engelbrecht

4 ways to win the war on Talent

Yes, we all know the phrase well pinned by Josh Bersin, but with all the articles on the web, where does one begin Winning this war and crafting a talent strategy that is fit-for-purpose?

Some companies still think recruiting is as simple as Applicant tracking - i.e posting jobs, capturing resumes, scoring applicants and then interviewing and hiring . That ATS-Centric view is where this market was a decade ago.

You can run, but you cannot hide.

The corporate landscape is changing at a rapid pace, and many a organisation is adopting technology to stay ahead of the game - HR departments and hiring professionals are increasingly coming to see the value of incorporating advanced technology to streamline the hiring process — while automating away some of the mundane tasks from the job. Some organisations are dragging their feet, maybe due to distrusting technology or simply believing the saying : if it's not broke don't fix it" - however the system has been broken for some time - and unfortunately these organisations will catch up too late, when all the great talent has been snatched up by their competitors, and the business impact will be severe.

Agile Organisations of the Future

I've spent many years evaluating the Talent Acquisitions marketplace and believe there are 4 points of focus (drowning out all the confusing noise, to get to the points that drives business success), to start creating an agile organisation of the future, that will cultivate a win-win for both business & talent.

Artificial Intelligence is our future
  • Talent Matching Technology - Getting this right is crucial for every organisation today. Getting comfortable with the Term AI (Artificial Intelligence). With the excessive response handeling of our Talent Acquisition specialist, we need the first automation process to sift correctly. The old saying BAD data in, BAD data out, is prevalent today. We need to ensure the measure of our output is directly proportional with the quality of our input. This is why standardardised information is #1 on my list. This will cause a dramatic drop in Time-to-fill ratios, and let our people hunters get busy with the most important element....building relationships with our future employees.

Communicate your brand for Talent attraction
  • Hire with purpose by leading with your Authentic Brand story - People build relationships with brands, not jobs. I heard the most profound saying the other day “People come for the brand, they apply for the job and they stay for the culture.” The market is candidate-centric, companies need to show active, passive and the not-so-talked about regretted candidates why their organisation is great & why they want to work there. In today's competitive market it's not enough to just have a great website, but to reach candidates on multiple devises, to bring your brand to them.

  • What is the fuss with candidate experience? Well, here's the answer.....Candidates are also consumers, and there are real business implications of a poor candidate experience. Candidates talk about their experiences, good and bad, whether or not they are hired by your company. Help make every experience a positive one - Informed candidates are quality candidates. We must also ask ourselves what is the experience for the 98% of candidates that are being regretted for positions, as only 2 % get hired - do we engage with them, do we leave them with a lasting impression of our brand, or do they also land on sock island? It matters.

Smarter, driven-data decisions
  • Smarter, data-driven decisions - you can't improve what you don't measure. With every interaction, you learn more about each person — their interests, their skills and their actions. Data alone is useless – it’s turning that into insights you can use to make positive, impactful changes that drive right-fit hires. But how do we make these smarter data-driven decisions, if we don't gather the data in the first place.

The market is reinventing itself...........are you?