Elements of a successful talent recruitment strategy

Multiple factors make a talent curation drive successful. Some of these are often overlooked by recruiters. So, without further ado, let’s look at the components of a successful talent recruitment strategy. 

Two-way communication

Meaningfully engaging with talent is at the heart of all talent curation strategies. Among other things, this involves getting the right messages over the right channels to the right candidates. But there is something rarely discussed about talent curation strategies: the importance of two-way communication between talent and recruiter.

Just as it’s important for the recruiter to be able to connect with talent, there should be an open channel for the talent to connect with the recruiters as well. Such two-way communication could be considered as deferred live chatting. Either of the parties shares a message for which a response is received, if not immediately, then without significant delays.

Such an arrangement has two advantages: it expedites the recruitment process, and enhances the quality of candidate engagement.

Customized messages

We talked about the benefits of incorporating a two-way communication strategy in talent recruitment. It is equally important to customize the messages according to the talent.

To begin with, you could customize content based on different talent types- contingent, full time and freelancers. The benefits you highlight should depend on the talent type, after all. Another instance of customization is during your one-on-one engagement with candidates who are shortlisted for the interview process. In this stage, after identifying the most valuable candidates, personalize the messages meant for them. This helps establish a strong rapport with them.

Artificial Intelligence and automation

In talent recruitment, there is a strong case to be made for AI. The same holds true for automation. Here are the key aspects you should know about in this regard:

  • AI could help screen the applicants for a job. This automatically determines which applicants are fit for a role. Weeding out the irrelevant CVs could be a daunting process if undertaken by a human. But with the aid of AI, you save a lot of time and effort.
  • Incorporating AI helps eliminate bias in recruitment. Humans are influenced by conscious or unconscious bias while matching talent to a role. With AI doing the task, you could lower the bias to a good extent.
  • As a recruiter, you would need to send timely messages to candidates. For example, after screening the CVs, you would want to ask candidates for additional information like their notice period at the current company. On the day prior to an interview, you may want to send a reminder message. It makes sense to have such messages automated, to be sent out at the right triggers. This frees you up from redundant tasks, so you could focus on more important tasks.

Focus on building a talent community

It’s understandable that filling open roles is the top priority for recruiters. But it would be a mistake to have that as the sole objective. Rather, you should attempt to build a robust talent community as well.

If a talent you connect with isn’t interested in the role you are offering, that needn’t mark the end of the interaction. Invite them to join your company’s talent pool. Periodically, share content with them which could help them evolve as professionals. Also, share new job updates and content which highlights your company’s work culture.

Such engagement deepens the recruiter-talent relationship. When a relevant job opening comes along, the talent would be more interested in joining your firm for that reason.

Improve curation campaigns based on metrics

You should do everything in your power to design a comprehensive talent curation strategy that aligns with your company’s recruitment objectives. But no matter how meticulous the planning is, there may come times when you should improve the strategy after it is implemented.

There is nothing unusual about that. However, unless you rely on objective data, any attempt at such improvements would be misguided.

Some metrics in this regard are leads conversion rate, offer conversion rate and number of applications per job. Theoretically, one should be able to calculate such metrics manually. But doing so could be cumbersome, to say the least. That’s particularly true while recruiting for multiple roles spanning different departments.So, make sure that the tech platform you use for talent curation can bring you such metrics in real-time.

Data security measures

Job candidates share easily identifiable information including name and email address when they engage with you. You would have their academic and professional credentials in the system too. It is easy to imagine how such data could be misused if it falls into the wrong hands. A data breach into your talent curation system would be detrimental to the candidates, and damage your organization’s reputation.   

TalentNet is a single doorway to curate all types of talent- contingent, full time and freelancers. The software platform comes with a wide array of features that are necessary for talent curation to be successful. Some of the world’s leading brands including Meta, Pfizer, Capgemini and BP already use TalentNet. To learn more about TalentNet, please book a product demo.