Do you have a defined process for Talent Acquisition?: Blog

Do you have a defined process for Talent Acquisition?

{by John Smith - VP/Partner Kellen James} 

As you have probably already discovered, the rules of the Talent Acquisition game have changed over the past few years. During this time many organizations have grown complacent in reviewing and redefining their Talent Acquisition practices, relying on elaborate and lengthy hiring processes that have developed over the years. Additionally there are those who have come to believe that time is on their side when trying to fill a vacancy. Many organizations lack a defined Talent Acquisition process altogether.

Once you’ve spoken to a candidate who impresses you, is it necessary to have the candidate speak to several more Managers before deciding if you’ll meet with them? Is it then necessary to have the candidate meet with several more Managers before deciding on one or two finalists? Hiring by consensus may be a safe approach, but it seldom yields the best results. The more people involved in the hiring process, the more time consuming and cumbersome it becomes. Candidates want to feel wanted. They too are taking a “leap of faith” when joining an organization. Do you really want their first impression to be one of indecisiveness or one mired down in “Red Tape”?  It is critically important for organizations to define their hiring process. Those who are mired down by their own internal process are beginning to feel the pinch, while those who can adapt quickly are able to attract and secure Top Talent.

Taking the time to review and define your Talent Acquisition process will pay huge dividends in the end. Not only will you be able to aggressively compete in today’s ever changing climate, but you will find you are able to attract and secure the top candidates.