Gear up and fix the top challenges in the Talent Acquisition process:

If Insanity is defined as “doing the same thing over and over again and expecting different results”, Talent Acquisition fits the bill. Yes you read it right.  How many times have been heard of most of recruiters commenting recruitment to be monotonous job?. Many organizations have failed to mature in their recruitment efforts and continue to practice the most conventional recruitment process and technology solutions.

Today’s workforce is changing dynamically and if recruitment processes doesn’t keep up its pace, most organizations will lose qualified/best talent pool and end up in talent crunch which is major challenge.

Hiring is one of the most complex and challenging areas in the talent management and the filling the positions is the most demanding need in the Talent Acquisition process.  Tough there is the growing pool of talent, tapping the right talent remain tough with given challenges below

Major challenges most of the corporates / Recruiters face:

1. Talent Demand is always more than the supply existing in the market.

Recent survey report from Manpower consultancy – talks that 36% of employers globally report shortage of talent in 2014 which is highest ever compared to last seven years.It all connects with rapidly changing business environment, lack of effective  academic curriculum to meet the business environment,  competitive markets, offering the lucrative pays to beat the competitor & innovation etc. all these leading to the search and demand  of multi skilled talent . Organizations need to move to an consistent approach in developing and grooming the employees toi scale up for business needs. Training plays huge impact and organizations should start investing proactively on training needs rather than being reactive

2. Puzzle of Understanding the skills needed, where they can be found and how to acquire them.Hiring managers & business needs should always be always in sync, real situation at most organization is that when the needs get cascaded down to hiring requisitions they tend to become more & more complex, J.D’S & Interview assessments differ, Hiring managers are looking for multi-talented/multi skilled professionals only and tag them as “best talent” and you have huge shortage of this pool. There should be comprehensive framework of developing /defining the J.D. understands whether the market can supply/ if not break down the requirements into minor set of requirements  to match the market talent supply and if needed identify the proactive training strategy.

3. Employer Branding

This has most powerful impact on your hiring needs. Companies with poor rating, lesser visibility in the market always has higher challenges in filling the critical positions. Given with the social media reachability, everyone is connected is every one through different direct / chained networks. There is no shortcut to this – unless your employees are not happy it will not work despite many branding initiatives. Work culture, social work communities play higher impact in branding. Run the hiring campaigns across all the social media channels , work on bad reviews, do regular alumni connects.

4. Talent Acquisition – Play multiple roles .Talent finders now play much wider role in any organization; they evolved from back office process to strategy endeavor that directly impacts bottom line for the business.Now you will have to treat – talent as your customer.Create best hiring experience you can, use technology effectively to address larger pool of talent. You are demand supply expert now – interface with market & your business. Keep constant watch on the market updates; share the updates to your business. You are the marketer – identify target segment –use most suitable mode to reach your talent. Learn best ways to market your company and attract bigger talent pool. Leverage the technology channels effectively.