Talent Acquisition and Recruitment

Talent acquisition is one of the most critical functions in most organizations. Bad hires can cost a company time and money and can even sully a brand’s reputation. Great hires, on the other hand, can elevate a brand and drive a business to new levels of productivity and growth.

Investing in HR software that improves recruitment and raises talent standards just makes sense. Whether you’re looking to obtain new software or revamp your existing processes and software to assist with talent acquisition, the following tips may be helpful.

Don’t Overlook Integration

Some HR software solutions come with talent acquisition functionality, so recruiting information automatically flows into the employee database after hire. Other recruitment software solutions are standalone, so it’s important to consider how difficult it will be to extract information about candidates after hire to load into employee databases and payroll. Considering integration from the start can save headaches later.

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Prioritize Mobile Functionality

According to LinkedIn, about 45 percent of candidates have applied to jobs using mobile devices. A greater percentage of candidates will use mobile to find out information about companies and positions before even thinking of applying. Mobile functionality is no longer an added advantage or an option, it has become a basic expectation and a necessity for talent acquisition.

Source for Success

Employees looking for jobs have many options, so it’s important to get an idea of where your ideal candidates will be searching and then line up your sourcing to acquire that top talent. Recruitment software and applicant tracking system (ATS) software can generally be set up to automatically post job openings to certain job boards and social media sites.

Do some research to figure out where your best current employees would go if they were searching for a job. Ask where your top candidates heard about you. Use this information to add value to every job post and strategize your sourcing.

Consider Candidate Experience

Candidate experience may dictate whether a potential candidate will follow through with applying to your company. Candidates will also take away an impression of your company based on their experience with your recruitment processes that will make them more or less likely to stay after hire.

Additionally, candidate experience may affect the quality of talent applying to your company, as applicants will be more or less likely to recommend your company to friends based on their experience.

Candidate experience can be a fickle thing, with many factors coming into play. To best gauge candidate experience, have several employees and hiring staff members test out recruitment software so that you can identify glitches and pain points for optimization purposes.

Scale to Your Needs

If you run a small business, your talent acquisition needs will differ from those of an enterprise or staffing firm. Talent acquisition needs and strategies may also vary based on the industry in which your business operates. Make sure that your recruitment software either fits your needs or can be scaled to fit your needs before taking steps to optimize its use.

Look for Analytics

Analytics can help you to optimize your sourcing, plan for future staffing needs, and identify issues leading to high turnover. Having information that can assist with these areas can give your talent acquisition processes a boost. More than just putting a system in place and hoping for the best, using analytics will allow you to continually hone your talent acquisition strategies.

Authored by: Dave Rietsema