This is When You Actually Need to Start Your Talent Acquisition Process

Do you find yourself hiding from your hiring managers?

Do you have more than 30 open, active, unique requisitions?

Is your time to fill >60 and /or pushing the 90-day mark?

Do your hiring managers often go to agencies?


If you answered yes to one or more of these questions, you are starting your recruiting process too late – you are probably waiting for the requisition to drop. This puts you in “post and pray” mode, which leaves little time to attract quality talent via branding content and to build candidate relationships. Ultimately this is what negatively impacts candidate experience and time to fill, leading your hiring manager to phone their friendly talent agency to find talent faster.  

The reason agencies, at times, find talent faster: They anticipate what type of talent their clients will need and have conversations with candidates well before a requisition is ever created. Agencies are continuously engaged in candidate marketing, regardless of the vacancy. They learn over time what the hiring manager needs. With this learned intelligence, they start to pipeline talent early.

What You Need to Do Differently Now


Okay, okay, I know what you are thinking,"Are you freaking kidding me? I don’t have time to do this!” The truth is, you need to break the cycle and figure out how to get in front of the situation.

The hiring manager already has her headcount approved for the fiscal year, knows the talent needed and has an understanding of timing.  He or she has partnered with Finance. The HRBP knows about his or her talent plan because the HRBP attended the headcount planning meetings.

So what now? First, get ahead of the game:
 

  • Have a conversation your hiring managers in the budget planning cycle

  • Partner with your HRBP early and often – build the relationship

  • Partner with Finance; they are your budget friend

  • Look at last year’s turnover; this will help you to predict HC

  • Get familiar with the business strategy
     

Second, make sure you are nurturing the talent you do have in your pipeline consistently. Now, to be frank, the success of this step does depend on the technology you have available to you.
 

It’s no secret that the world of candidate experience and talent pipeline management has changed. You need a tool that provides you with actionable insight into passive and active candidates who have applied on or even visited your career site. You need a tool that tracks job seeker activity and provides you with all the data you need to make smarter decisions more quickly (remember those agencies I mentioned earlier…).

 

With a real-time Candidate Relationship Management (CRM) tool that is powered by artificial intelligence and billions of data points, you can accurately measure and optimize your talent acquisition resources; so no matter the number of open requisitions or pressure from hiring managers, you can be in control of the talent options you have available to you, as well as be informed about the talent you need to source.

 

I’d be remiss not to mention that our Phenom Talent Relationship Marketing (TRM) platform is the tool that does everything I mentioned above and more. Phenom TRM is a single platform for Career Sites, CRM, CMS, Conversational Bot, Internal Mobility, Talent Analytics, and AI. And because each of these solutions are integrated with one another under a sole platform, they seamlessly work together to help talent teams find, attract, engage, and hire quality talent with reduced time to hire.

 

Interested in learning more about how Phenom TRM can help you more effectively start and rock your talent acquisition strategy? Request a demo today and begin revolutionizing recruiting in your business now.

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