HOW AN EFFECTIVE TALENT ACQUISITION STRATEGY CAN TRANSFORM YOUR BUSINESS

Jeff Mignault • Dec 12, 2016

Though “Be Prepared” is the motto for the Boy Scouts, companies should also adopt the mindset as their own. Today’s business environment is littered with obstacles that must be overcome. If employees aren’t adaptable and motivated, they’ll falter at the first sign of danger. Unfortunately, you can’t instill these traits in workers with training alone. They need to bring this determination to your organization at the hiring stage.

That’s why it’s important for every company to adopt a talent acquisition strategy. This multidimensional approach allows you to find the most qualified, eager candidates on the market. Instead of simply looking for workers when you encounter a shortage, this method extends the hiring process into a constant cycle, allowing you to determine how a prospective employee will fit into your organization in both the short and long terms.

You can’t ask your employees to be prepared if you take a passive approach to your recruitment and hiring. Read on to find out how an acquisition strategy can improve your company’s talent pool.

YOU’LL RECRUIT WITH THE FUTURE IN MIND

Workers hate the idea of a dead-end job, but this concept should also repulse employers. Companies waste resources when they don’t challenge employees to adopt new roles and responsibilities. They end up spending money to hire and train new staff members while workers with more seniority flounder. Why flush money down the drain when you could hire new employees who will go on to lead the company in the future?

A successful talent acquisition strategy doesn’t just fill a company’s current vacancies. It also anticipates the skills and qualifications a business will require as it grows. Human resources managers maintain a pool of desirable prospects at all times. When a position opens up, they’re able to fill it with a qualified candidate who is enthusiastic about the company’s work.

YOUR EMPLOYEES WILL HAVE MORE DIVERSE SKILLS

You don’t get as much freedom to choose your candidates when you hire based on necessity. Candidates might not appeal to you after an initial round of interviews, but if you need to fill a position right away, you may have to settle for a lackluster candidate. Unfortunately, a bad hire can also lower your office’s productivity, take up valuable budgetary resources, and lead to many other significant consequences.

When you maintain a proactive talent acquisition strategy, you’ll never have to settle for another underachiever. They won’t just possess the skills you require, but they’ll also have abilities that will help them grow into new responsibilities. This will result in a more productive, well-rounded workforce.

MORALE WILL IMPROVE

Employees rarely want to leave a company. When they do quit, it’s usually because their jobs offer no room for advancement. A dynamic talent acquisition strategy understands that people do their best work when they receive positive reinforcement. That’s why modern hiring managers continue to meet with employees after they’ve been onboarded. These discussions allow employers and employees alike to recognize and accommodate each other’s needs, resulting in a more harmonious working relationship.

YOU CAN INCORPORATE YOUR EMPLOYEES INTO YOUR BRAND

It’s always best to hire employees who fit your office’s unique culture, but did you know that you can also leverage that environment to attract better talent? When your workplace stimulates employees and surrounds them with like-minded employees, it will look more appealing to others. You can use this in your company’s branding to build your reputation, which will make recruiting easier the next time you need to fill a position. The best talent acquisition strategies affect the entire office as much as they impact the human resources department.

Jeff Mignault
Providing more frequent feedback to remote team workers
06 Mar, 2024
10 best practices in managing remote teams effectively by HR expert Kimberly Blake of AugmentHR, a top HR outsourcing company in Toronto.
AODA compliance workshops for businesses
23 Feb, 2024
Is your company AODA compliant? Here’s the quick what you need to know about AODA and how training can help. From Jeff Mignault of AugmentHR outsourcing.
Employee retention magnet analogy
09 Jan, 2024
Low employee retention? High turnover? 4 causes & 9 fixes from the senior HR consultants at HR outsourcing firm AugmentHR.
An employee looking worried & confused about performance review
14 Dec, 2023
Hate performance appraisals? How to prepare for them like a pro whether you’re an employee or employer. From the HR veterans at AugmentHR Consulting.
Effective Talent Acquisition vs Recruitment HR Solutions
By Jeff Mignault, Director of Sales & Customer Service 14 Nov, 2023
Is talent acquisition just recruiting? Why it isn’t & 4 benefits to your company of talent acquisition by the HR experts at AugmentHR Consulting.
hr outsourcing challenges and solutions
By Jeff Mignault 18 Oct, 2023
HR Outsourcing: 4 advantages and 4 keys to success from AugmentHR, Toronto HR consulting firm.
improve employee relations tips HR Consultants
26 Sep, 2023
Top tips by our HR outsourcing company on how to improve employee relations in the workplace with steps to implement within your organization.
By Jeff Mignault 13 Oct, 2017
Every company wants to boost employee engagement. They want to have strong employee relations and get the most out of their team. But most companies don’t do much to encourage engagement.
By Jeff Mignault 10 Oct, 2017
Outsourcing employees is a strategy many companies consider. This is particularly a consideration for start-ups and small businesses that are looking for lean and innovative solutions. It can be an effective use of your workforce if you do things the right way. Naturally, there will be some pushback from your current employees, and there will be a few bumps in the road as you add outsourced employees to your staff. There are a number of considerations to factor into your decision to move forward with outsourcing employees.
By Jeff Mignault 06 Oct, 2017
One can argue that the worst interview question to be asked is the one you didn’t prepare to answer. Obviously, the perception of what is a bad question varies from candidate to candidate. Some people are experts at answering situational questions. Others are great at answering questions that help them sell themselves. And some people are just not great at interviews.
More Posts
Share by: