TA 5 - NO clear process

Talent Acquisition Part 5: How to hire the best talent is simple, a clear process.

You wouldn’t go into battle without a clear understanding of what needs to be accomplished, what is the strategy and why you are fighting. So why would the battle for talent be any different?

To win the War for Talent, your business needs a clear understanding of the Talent Acquisition process.

Yet, many organisations enter a Talent Acquisition process lacking clarity.

But how do you overcome this issue and create a clear process allowing your business to hire the talent it needs to succeed?

Why is clarity important?

Lack of clarity creates confusion and harms your employer brand.

There are numerous stakeholders involved in the Talent Acquisition process. There could be as many as five people from the organisation, plus all the Candidates you screen and interview.

Everyone involved has a different perspective on the role. For example, the direct line manager of the position understands intimately the weaknesses of their team. Therefore, are keen to fill those gaps within their team. But a more senior level individual may be more focused on the ‘attitude’ of the individual and how they match company values. Imagine, five individuals, ALL looking for different things from the Candidate. Additionally, the Candidates’ need a clear understanding of the requirements to determine if the opportunity is the right fit for them too.

If everyone involved has a different understanding of why the role is needed and expectations and the acquisition process is not determined, your ability to deliver a positive Candidate experience is limited. This will hurt your employer brand.

How to create clarity

To ensure the Talent Acquisition process leads to hiring the right individual with the necessary skills your business needs, we encourage the key people in the process to come together and discuss how they view role.

Before you even create the job specification and begin to interview Candidates, all stakeholders from within the organisation, need to meet and discuss it.

The purpose of this meeting is to discuss the following:

  • The need for the role and the problem it solves
  • Where the role fits into the business
  • Key criteria for the position
  • Skills the Candidate needs to possess
  • Identify the expectations of the role
  • Goal of the role
  • Set the hiring process to ensure it maintains consistency
  • Communicate all of the above to the Candidate.

Another benefit of this type of meeting is to use the differing views of all the stakeholders to the advantage of your business. You must harness the diversity of the stakeholders, to generate new ideas and considerations for the role.

The importance of a final clarity meeting

Once the Candidate is almost hired, it’s important to have a final clarity meeting. The goal of this meeting is to ensure the role, responsibilities and expectations are understood by everyone involved, especially the Candidate. Elements within the organisation may have changed since the first meeting. Or the candidate may have unique skills not previously considered that could enhance the business.

Additionally, the second meeting helps your ‘Employer Brand.’ It builds transparency that ultimately, aids in retaining employees long term. It can be conducted by the line manager, HR or even your Recruiter. It allows any misunderstandings to be rectified and ensure the individual you are hiring will not get a nasty shock when they start employment.

Have you had clarity issues whilst recruiting in the past? How did you overcome them?

If you believe an Audit of your current business and its approach to Talent Acquisition would be useful, please take our Free Talent Acquisition Audit.

Stay tuned for part 6 of in our Talent Acquisition series: Employer Branding

Did you miss the other parts in our Talent Acquisition series? Check them out:

Talent Acquisition Part 1: Mistakes to avoid

Talent Acquisition Part 2: Why a junior profile shouldn’t lead talent strategy?

Talent Acquisition Part 3: What role does Channel Management play in strategy?

Talent Acquisition Part 4: How to hire the best people. Avoid Interview Bias.

This post was written by Martin Collins, Founder and MD of Red Executive.

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