Next-Gen Talent Scouting: Cutting-Edge Strategies for Hiring Excellence

The swift changes in the talent market and the rapid globalization of economies have posed a big challenge for most organizations in finding the right people with the right skills at the right time. In today's competitive times, the talent acquisition (TA) techniques of the past have become obsolete and redundant. The global talent market is experiencing massive change, and thus, talent acquisition has taken on a renewed sense of urgency.

As organizations battle with the change in candidates' (employees') expectations and priorities, it's time to redefine the narrative of how organizations hire candidates or candidates choose an employer. Success through this transition requires a major shift in key hiring practices. The blog explores three broad recommendations for equipping yourself with future-ready talent acquisition practices that deliver results.

Steady Yet Strategic Approaches to Finding Talent

Beyond simply filling open roles, a future-proof, comprehensive talent acquisition strategy encompasses a holistic approach to talent management – from identifying organizational needs to nurturing relationships with potential candidates. Below are three strategic and proactive talent acquisition approaches that organizations can adopt to not only attract the right candidates but also cultivate long-term success and sustainability.

1. Be Proactive with the Talent Pipeline

Unlike a talent pool that contains all the candidates who expressed interest in your organization, a talent pipeline contains a list of qualified candidates ready to fill a new position. While building your talent pipeline, try developing a strategy that targets the right candidates.

Building a talent pipeline involves both online and offline recruitment methods. Online initiatives include developing the career page on your website and promoting your company's appeal as an employer through digital channels. Offline methods include encouraging employee referrals and attending events to engage with potential candidates face-to-face. Engaging with members of your talent pipeline helps assess their suitability for future roles even before the formal recruitment process begins. Ultimately, building a talent pipeline now improves your future recruitment efforts.

Understand how you can build a robust talent pipeline with the help of an example. A recruiter is trying to fill a marketing manager’s position in Berlin. The common talent pool might include all the marketing professionals in Berlin or even Germany who have managed a team at some point and have at least 10 years of experience. Meanwhile, this recruiter’s targeted talent pipeline might include all the qualified candidates she has spoken with–and screened–in the past who are currently Berlin-based or willing to relocate. Additionally, a talent community she could tap into would be a LinkedIn or Facebook group that consisted of marketing talent in the Berlin area.

The key to success here is setting your employer brand up well and attracting high-quality passive candidates into your talent pipeline funnel. A compelling employer brand will make passive talent more likely to accept an offer when the time comes. So, another best practice to stand out in the ongoing war for talent and complement your talent pipeline-building process is to build a strong employer brand. Let’s learn how.

2. Make Your Employer Branding Game Strong

Employer branding is one smart way organizations attract and retain individuals. By bringing the right people to the right roles, organizations can avoid turnover problems, grow, and keep people happy. Ultimately, all these benefits greatly impact revenue.

Here are effective employer branding strategies to implement today:

• Design an employee value proposition (EVP)

To design a meaningful employee value proposition, consider the following criteria:

• Company values and culture
• Location and facilities
• Compensation and benefits
• Training and career development
• Additional benefits such as medical insurance, remote or hybrid model, etc.
• Employee reward and recognition programs

For example, a global software giant has a very clear employee value proposition (EVP). The company has communicated its EVP in various ways. It offers free transportation, rest areas, healthcare benefits, generous vacation policies, professional certification and courses, legal advice, and a wide range of fringe benefits. Candidates find these benefits attractive and trust the company to always look out for them.

Develop career plans

Training and development are among the major deciding factors for job applicants and current employees. It is essential not only to provide employees with ongoing training in job-specific knowledge and skills but also to provide resources to help them find new career goals.

An FMCG MNC, for example, provides career guidance, training, and job opportunities through its "Initiative for Youth" program. The initiative enables less experienced talent to access training, upskill themselves, and increase their chances of climbing up the corporate ladder.

Make DEI and employer branding co-exist

Organizations must exhibit a strong commitment to diversity and inclusion to express a compelling value proposition. This demonstrates that the workplace is grounded in the values of fairness and equal opportunity. Organizations can achieve this by setting up Employee Resource Groups (ERGs) and advocating for inclusivity through policies and processes.

3. Elevate the Recruitment Strategy with GenAI

Generative AI (GenAI) has been, so far, the biggest disruptor since the birth of the internet. It has democratized access to large amounts of data and holds the potential to transform the very nature of conventional recruitment practices. In fact, according to Gartner, 76% of HR leaders believe in integrating AI solutions and tools into business operations to make organizational processes more efficient.

Working with AI-driven platforms can help talent teams become more agile and flexible. For example, metaverse and chatbots can assist in conducting virtual interviews, while blockchain technology can facilitate secure data management and automated verification. Automation can take over manual and repeatable tasks, allowing the talent team to focus on more strategic work and high-value activities like proactive pipeline building, networking, and career coaching.

Prepare Your Talent Acquisition Arsenal for the Future

2024 marks a watershed moment for innovative talent acquisition practices, triggering a metamorphosis across the global talent landscape. Talent teams armed with GenAI, a robust talent pipeline, and a strong brand image are destined to experience efficiency gains that set them up for success in a fast-changing corporate landscape. Talent leaders must develop an action plan that reignites their teams for future work environments—or they risk getting left behind.