For some organizations, focusing on talent acquisition hasn’t been a top priority in the past few years, given the state of the economy. However, as business improves, as baby boomers begin again to consider retirement possibilities, and as workforce-planning needs shift, it’s an increasingly important topic to consider.

The Economist recently issued a report affirming this; according to its Global Firms in 2010 study, the top two challenges facing HR in the coming decade will be retaining and rewarding top performers and attracting the best people.

In a report it published last year, consulting firm Bersin & Associates also notes the need for HR to better integrate and align talent management strategies with the business. The goal is to move talent management from a low level (where few processes exist and where systems are not connected) to the highest level of maturity (where processes and technology are fully integrated and where talent management is business driven and responding just in time).

FlashPoint recently worked with a client to host a talent acquisition roundtable. HR directors and talent acquisition specialists from a number of central Indiana organizations came together to talk about programs at their workplaces. They shared what they were doing at their companies to develop and incorporate a mature talent acquisition strategy. The following are just a few of the best practices they shared in key stages of the process.

Launch

• Build strong job profiles outlining characteristics, abilities, and qualifications
• Look at the competencies required for each role in the future (not just what’s needed today)
• Set expectations with hiring managers (around deliverables, timing, etc.)
• Define who will be involved in the recruiting process, timelines, etc.

Sourcing

• Be more proactive in sourcing--meet regularly with departments to discuss anticipated hiring needs and work to establish a pipeline of candidates
• Be more creative in sourcing--utilize online social networks, regularly network in the community to reach new audiences, and reach out to more diverse organizations
• Consider early career programs/high school programs, especially for roles for which you anticipate a future shortage of workers

Screening/Interviewing

• Compare applicants to the closely developed job profile and work with hiring managers to get them the best candidates
• Conduct initial phone interviews/screens as appropriate
• Identify technical screenings for added/increased credibility
• Develop interview guides based on organizational competencies and train managers on interviewing processes
• Remember to focus on culture/organizational fit

Hiring Decision and Pre-Onboarding

• Collect feedback from the team (either via a scorecard or a team meeting), with the hiring manager making the final decision
• Place a strong emphasis on the fit of the candidate
• Focus on pre-onboarding activities (have the hiring manager send a welcome letter/e-mail/phone call and in some countries a welcome gift, have the relocation team touch base if needed, etc.)

If you’d like to learn more about developing a talent acquisition strategy and how FlashPoint can assist, email us or call 317.229.3035.