Talent Acquisition

Turning Talent Acquisition On Its Head: Why Most Businesses Are Doing It All Wrong

Rebuilding Jenga

Ever feel like your talent acquisition strategy is a game of Jenga played by toddlers?

Many businesses approach hiring like they’re putting the roof on a house before the foundation. It’s backward, ineffective, and frankly, a bit of a mess. It's time to flip the script and start building from the ground up. In this post, we'll dissect the common pitfalls of traditional recruiting methods and show you how to lay a solid foundation for acquiring top talent.

Starting With Tactics: The Cart Before the Horse

Most companies jump straight into the fray with recruitment agencies, job postings on major boards, and social media blasts. They churn out generic job descriptions that could fit any company anywhere—basically, they’re throwing darts blindfolded. But what if we stopped being reactive and became strategically proactive?

The Job Description Conundrum

The all-too-common generic job description is usually the first misstep in the hiring process. Companies often craft these vague and uninspiring descriptions and then attempt to retrofit candidates into them. This approach not only fails to attract the right candidates but also dilutes the company's brand message. A job description should be a mirror of the company’s soul, not a dry list of duties.

Building From the Foundation: Employer Brand and Candidate Persona

The magic begins when you dig deeper. Every hiring issue often traces back to a foundational problem:

  • Employer Brand: What makes your company a unique place to work? Why would top talent want to be part of your journey? Defining your employer brand should be your first step, not an afterthought.
  • Candidate Persona: Who is your ideal candidate? Understanding not just the skills but the character and motivations of your ideal hire can dramatically refine your search.
  • Candidate Motivators: What drives your ideal candidates? Is it career growth, company culture, tech stack, social impact? Aligning your value proposition with these motivators is key to attracting the right people.

Value Proposition: More Than Just a Paycheck

Next up, the value proposition. What can you offer that others can’t? This needs to be differentiated and authentic, something that resonates on a deeper level with potential candidates. It's not just about salary; it's about growth opportunities, work-life balance, culture, and more. This is what makes a candidate choose you over your competitors.

The Strategy Unfolds: Messaging and Tools

Once the foundation is solid, you can build upwards:

  • Job Descriptions: With a strong employer brand and clear candidate persona, job descriptions become compelling narratives that speak directly to the right candidates.
  • Messaging and Pitch: How you communicate your openings should reflect your company's unique voice and appeal directly to your candidate persona’s desires and needs.
  • Recruitment Tools & Platforms: Choose platforms that align with where your ideal candidates are likely to spend their time. Customize your approach whether it’s LinkedIn, industry-specific job boards, or local tech meetups.

Tactics Are Just the Tip of the Iceberg

Finally, we reach the tactics—the visible part of the iceberg. These include posting on job boards, utilizing social media, engaging third-party recruiters, and more. While these are necessary, they should not dictate your strategy. Instead, they should seamlessly extend the solid, strategic foundation you've already built.

Looping Back: Feedback and Adaptation

The best strategies are iterative. Use the results from your recruitment efforts to continuously refine your employer brand and recruitment strategies. Track metrics not just for outputs (number of hires) but for quality and retention. What’s working? What’s not? Adapt and evolve.

Conclusion: Rethink, Rebuild, Recruit

It’s easy to blame the market or your recruitment team when hiring goes awry, but often, the root cause is a foundational flaw in your approach. By restructuring your talent acquisition strategy from the ground up, focusing first on who you are as an employer and who you want to bring on board, you can transform your hiring process from a frustrating expense into a strategic advantage.

HOW MOVE CAN HELP 

Move's TAaaS ('Talent Acquisition-as-a-Service') model ensures you get it right when you most need to. We’re experts at securing top talent that thrives in early-stage tech businesses. And, we’ll set you up for hiring success so you can do it without us in the future 🚀 Work with your own dedicated, expert talent team on a subscription basis during periods of growth. No long contracts. Guaranteed hires.

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