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3 Potent Talent Acquisition Strategies C-Suites Must Invest In

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The battle to recruit top talent is intensifying. A ManPower Group survey shows that 7 in 10 companies are facing a shortage of talent. The one thing that organizations must focus on in the midst of The Great Resignation is the shift in employee priorities. Employees are no longer shying away from changing the course of their careers in favor of other things. Understanding this and aligning the business strategy accordingly is paramount for hiring and retaining new employees in the long-term.

In this volatile job market, recruitment isn’t enough. A focus on wellness, balance and adaptability will go a long way. In this article, we’ll talk about how talent acquisition and recruitment are not the same but the two sides of a coin. We will also provide three areas of strategies and how they can help you create a high-quality hiring machine.

Hiring is still a very subjective process, and one size does not fit all.  - Arran Stewart, Co-Founder and CVO

How Talent Acquisition Strategies and Recruitment Differ in the Context of Long-term ROI?

Recruitment purely aims to fill vacancies while talent acquisition considers finding qualified candidates that align with the organization’s expansion plans. For instance, recruiting candidates with strong international experience for operations in new markets. This makes it a long-term strategy compared to recruitment. Your long-term ROI effectively relies on your organization’s ability to adapt to the demands of expansion and scaling. As such, your HR efforts must address the fulfillment of these business objectives.

While the world was taken aback by the pandemic, changes in the workplace demonstrated just how severely the situation had changed overnight. The focus has shifted to improving employee experience (EX) through remote and hybrid work policies and a newfound emphasis on health and wellness in and outside the workplace. A recent IDC study found that 56% of employees in the Asia-Pacific region prefer a hybrid workplace set-up.

Flexibility, engagement, and personal growth are just some of the aspects of a job that employees are now focusing on.

Let’s look at talent acquisition strategies that address these demands.


Strategy #1: Upgrading Employee Experience

Employee experience is the positive interaction that employees have with their organization at the workplace. It ranges from having a comfortable, well-equipped workplace to having a socially accepting and diverse culture. The following are just some of the tools that can be used to enhance employee satisfaction at every stage of the employee’s journey.

  • Remote work models are known to improve productivity. Major tech companies like Airbnb, Facebook, and Spotify responded to these priorities by going permanently remote. Not all organizations may be able to afford to go down that road, but providing a hybrid option may be the next best thing. Today, integrated tools for managing hybrid work let you do everything from booking a virtual desk to holding a meeting in VR to using a template for a hybrid work policy.
  • Promoting internal diversity is another way to level up your organization’s employee experience. Today’s location-agnostic work environments need diversity and inclusivity in the workplace to be able to sustain themselves. Tools like Blendoor that use marketplace and government data to compare diversity between organizations, can help identify specific areas of improvement and aid in crafting a more effective diversity, equity, and inclusion strategy.


Strategy #2: Diversifying Your Talent Sourcing Avenues

Having a steady flow of qualified candidates is an HR dream. Organizations can build a qualified talent pool by going after different sources of both passive and active talent.

  • Collaborate with local universities to cultivate an applicant pool. Many organizations use this tactic to establish long-term relationships with potential candidates and boost employee satisfaction in the long run. For example, IBM works with Harvard University and Duke University on research projects so that it can find applicants right where they are.
  • Explore partnerships with dedicated spaces like job boards, online academic platforms, or networking events. Placement management tools can further allow you to nurture relationships with your talent pool. You can create an ongoing talent pipeline using train-to-hire programs. Multinational oil and gas company Shell announced a unique partnership with online learning platform Udacity to implement an AI educational program. The program will allow employees to upgrade their AI skills and contribute to Shell’s core business and AI applications.


Strategy #3: Cultivate Potential Employee Engagement with Employer Brand

Employee engagement is the crucial piece of the puzzle in retaining employees. Without appropriate engagement, it is impossible to build long-term talent acquisition strategies. With so many employee experience and engagement tools out there, it can be difficult to zero in on the right one. However, it is more prudent to identify the specific challenges your organization faces. Are your employees highly engaged? How many barely engaged employees do you have? What initiatives have you implemented to address employees who are flight risks?

  • Develop the employer brand as an awareness generating platform. With recruitment marketing tools, it has become simpler than ever to attract candidates. According to a Glassdoor survey, about 75% of active job seekers are more likely to apply for a position if the employer brand is actively managed. Without recruitment marketing, you will be leaving a lot on the table. 
  • Emphasize CSR in your employer branding as part of attracting top talent that is aligned with your organization’s vision. Many companies are focusing on their corporate social responsibility. Investing in CSR initiatives makes a huge difference to your brand and positions you as a solid organizational identity.


Over to You

Recruitment marketing, EX, and engagement are just some of the factors that help you build a strong foundation for effective talent acquisition. Today, changes in the workplace have forced many organizations to revisit their recruitment and hiring rationale. The Great Resignation has exacerbated the talent shortage, and C-suites must invest in strategies that directly contribute to hiring and retaining new employees.


Frequently Asked Questions


What are some of the most prominent changes in the workplace in 2022?

Some of the changes in the workplace that organizations should be aware of include a shift in employee priorities, emphasis on social and mental well-being, flexibility in the workplace, and the demand for a positive organizational culture. 


What are some of the most important features of talent acquisition software?

Some of the features of talent acquisition software that can boost your hiring include:

  • Resume screening and job matching with AI automation
  • Applicant tracking system
  • Interview tools
  • Easy CRM integration


What is an example of good employee experience?

Good employee experience is demonstrated by how easy it is for people to collaborate, communicate, and do meaningful work in an organization.

Spotlight

RURU Global Recruitment Services Inc.

RURU Global Recruitment Services Inc. (RGRSI) is an international recruitment agency duly recognized by the Philippine Overseas Employment Administration (POEA), which aims to help international employers fulfill their human resource requirements through the deployment of world-class Filipino workers. We recognize the global challenges in the field of International Human Resources. Progressive countries experience labor shortage for skilled workers. There are also cases where international employers have difficulty in looking for reliable and trustworthy agents. Applicants and skilled workers on the other hand are sometimes victims of fraud and deceit by illegal recruiters.

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EGD uses AI to collect, validate, and continuously update employee skills data, giving leaders greater visibility and insight into workforce capabilities so they can make smarter talent decisions that fuel business growth. New in ServiceNow’s Vancouver release, managers can create customized and trackable growth plans for employees that align skills development to career ambitions. Employees can define career aspirations, explore career options, and self-drive career progression through guided actions. AI-powered recommendations and proactive prompts foster more informed career conversations between managers and employees and empower employees to take ownership of their career development all from a single career hub. Both CEOs and CHROs know that skills are a core driver of every company's transformation. To enable this work at scale, technology has to keep pace. ServiceNow is leading the way with our Employee Growth and Development solution, harnessing AI to empower people to grow with more accessible, inclusive, and impactful opportunities, while providing leaders the transparency to see progress across the enterprise, said Jacqui Canney, Chief People Officer at ServiceNow. This solution bridges the gap between employees' existing skillsets and the necessary actions for development, and propels organizational growth while unlocking everyone's full potential. It's not just a tool, it's how we will help reshape the future of workforce development, placing people at the heart of everything we do. As a part of the Vancouver release, ServiceNow also launched Now Assist for ITSM, CSM, HRSD, and Creator to embed generative AI across all workflows on the Now Platform. With this update, customers can accelerate productivity, improve experiences, and increase agility across every business function through the power of generative AI. What customers and partners are saying about the Now Platform Vancouver release EY “Collaborating with ServiceNow has allowed us to implement effective solutions to improve EY finance and procurement teams’ work experience,” said Hank Prybylski, EY global vice chair – transformation. “Building on this valuable alliance, new solutions in ServiceNow’s Finance and Supply Chain Workflows, such as Accounts Payable Operations (APO), will help EY teams operate more efficiently by connecting a wide range of data, systems, and people, so they can drive more business value.” IBM Consulting "Pairing IBM's Skills expertise with ServiceNow Employee Growth and Development, we will revolutionize talent management," said Deniz Demirel, talent transformation strategic partnerships leader at IBM Consulting. "By consolidating the digital experience platform with learning, development, and skills intelligence, our customers can gain data-driven insights to proactively identify and develop critical skills, effectively closing talent gaps and simplifying the overall employee experience." Optimum Healthcare IT "At Optimum Healthcare IT, we recognize that healthcare organizations want a platform that provides a single view across the enterprise regardless of the type of asset. With ServiceNow’s Clinical Device Management, they can now take a holistic approach to managing their clinical devices on a single platform, optimizing the value of their investments,” said Brian Symonds, president of Optimum Healthcare IT. “This exciting new product, combined with our world-class staffing and consulting services, allows us to maximize value for customers through streamlined processes, compliance management, and risk assessment. This comprehensive approach resonates with many enterprise leaders as they desire heightened visibility and reporting, and it enables us to provide a whole new level of value for our customers." Availability The Now Platform Vancouver release is generally available today. A slate of new generative AI innovations, partnerships, and enhancements were also announced today and will be available on Sept. 29; more details can be found here. Additional information: Learn more about the Vancouver release from Jon Sigler, Senior Vice President of Platform. Watch a demo on Now Assist for every workflow.

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Workforce Management

UKG Labs Welcomes a Startups’ Cohort for People-Centric Workplaces

UKG | November 07, 2023

UKG Labs welcomes a second cohort of startups from four countries, all focused on enhancing business cultures. Startups Bites, Denim, Hop In Technologies, and Mo were selected for their innovative workforce technologies and commitment to workplace wellbeing. Despite offering a collaborative platform, UKG Labs poses potential risks, including over-reliance on UKG, intellectual property disputes, and a possible compromise of the startups' original visions. UKG, a leading HR, payroll, and workforce management solutions provider, has introduced its second cohort of early-stage companies to its global startup ecosystem, UKG Labs. The selected startups, from four different countries, are committed to creating high-performing, people-centric cultures in businesses. The new entrants include Bites from Israel, Denim from the U.S., Hop In Technologies from Canada, and Mo from the U.K. These companies were chosen for their innovative technologies that add value to the frontline workforce and their commitment to helping people thrive at work. UKG Labs provides more than just capital to these startups. It offers a platform for co-learning, co-creation, and co-experimentation, allowing startups to gain insights into specific market problems where UKG has expertise. The startups also work directly with UKG customers to explore new solutions and shape emerging HR and HCM technologies. Hugo Sarrazin, Chief Product and Technology Officer at UKG, stated that the goal of UKG Labs is to help businesses become great workplaces by building an ecosystem of technology companies that share its vision. The startup founders have completed a three-month onboarding engagement and will showcase their innovations at the UKG Aspire 2023 conference. While the UKG Labs initiative offers numerous benefits, it does come with potential drawbacks. The startups involved might become overly reliant on UKG for resources and expertise, which could potentially stifle its independence and creativity. There's also a risk of intellectual property disputes, and the startups' original visions might be compromised to align with UKG's goals. On the brighter side, UKG Labs provides a platform for startups to co-learn, co-create, and co-experiment, fostering innovation and helping businesses become better workplaces. It also allows startups to gain insights into specific market problems where UKG has expertise and work directly with UKG customers to explore new solutions and shape emerging HR and HCM technologies. This collaboration ultimately serves to enhance the workplace experience for all.

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