Hunting talent are serious business in 2023 – 2024
Last updated: February 1, 2024 at 0:05 am
Hunting talent are serious business in 2023 – 2024 to find and hire the best matching candidates for their open positions. The following are some key considerations for talent hunt:
Define your talent needs: Before starting the talent hunt, it is important to define the specific skills, experiences, and qualifications you are looking for in a candidate. This will help you identify the right job boards, social networks, and other resources to use in your search.
Most will have this focus, but also make sure you create a competencies, knowledge and skills profile – select on; if the candidate match the requirements. It is also quite important in your selection process to make sure the candidate in reality can perform the tasks, take the responsibility and be successful in doing so. Finally, but perhaps most importantly; does the candidate match the culture of the company, the journey and stage the company is at and the journey ahead? Can the employee work well with the team and the leader of the team? Can the employee find acceptance for the direction set by the CEO?
Use multiple channels: In addition to traditional job boards, tech companies should use social networks, online forums, and other channels to reach potential candidates. This can include posting job listings on LinkedIn, attending meetups, or participating in industry conferences. In particular, use your network and often take other routes to attract and find the right candidates. It is highly recommended to work with the search form of recruitment in parallel with normal recruitment.
External recruiters: This can be beneficial. Be sure that you as a company ensure the selected recruitment consultant knows what you are looking for, not just the job description. Be sure the consultant knows the company, the culture, the direction of management, where you are developmentally today in the team and the company and your expectations of the candidate’s overall talent set. This is often where problems arise, simply because you have not briefed the external consultant well enough. One advantage is that you can get in touch with candidates that the recruiter has on file, which is often a larger base.
Prioritise diversity and inclusion: Companies should strive to create diverse and inclusive workplaces, and this should be reflected in their talent hunt process. This can involve using tools to remove unconscious bias from job postings, actively seeking out candidates from underrepresented groups, and creating an inclusive interview process. When there are few candidates and many vacancies, it’s about offering something exciting and attractive.
Leverage technology: Companies should use technology to help automate and streamline the talent hunt process. But be sure a hands on recruitment process, especially the newest applicant tracking systems is often not getting it rigt. I’m sure it will be fast better.
Especially with many different generations on the labour market, few candidates and not least a high demand, it is quite important to be absolutely sure you catch the right ones. But speed up, and get in touch with candidates you think match very quickly, time is not for waiting for 2-3 days or weeks.
Emphasise your employer brand: In a competitive talent market, companies need to differentiate themselves from other employers. This can involve emphasizing your unique culture, highlighting employee benefits, and showcasing your company’s impact on society.
Finally remember; it’s all about the candidate match, can the candidate succeed in the position?
By following these key considerations, companies can attract and hire the best talent to drive their growth and innovation.
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