5 Effective Strategies to Hire Better Hybrid Talents

Many companies are now navigating an entirely new playing field for talent acquisition. To grow and develop, they must undertake technological transformation initiatives to adapt to quick market changes and unleash greater human capital value.

This means that your organisation’s talent acquisition team must have the necessary resources to conduct their talent acquisition strategy.

Here are the top 5 talent acquisition strategies that your organisation should utilise to acquire better hybrid talents:

1. Re-evaluate your hiring metrics

It’s critical to use recruitment metrics to assess the health and performance of your talent acquisition process.

However, it’s also important to review these metrics if they’re still relevant in today’s market.

The metrics that might have been working before might not be working now.

Talent acquisition teams must rethink how they define and develop success profiles, focusing on which skills and experiences are needed for a candidate to thrive in their role and within the company.

According to ManpowerGroup, 72.8% of organisations have difficulty finding highly skilled applicants, and 45% of employers are concerned about finding people with good skills for specific tasks inside the organisation.

That’s why you must first evaluate what is currently working and identify areas for improvement before you can begin overhauling your recruitment approach.

You can choose where to spend your time with the correct recruiting analytics. It can also teach you how to allocate your recruitment funds more effectively.

As a result, you’ll be able to create achievable objectives and figure out which techniques will help you achieve them to hire highly skilled hybrid talents.

You might also want to check on how to lead effectively in the era of hybrid work.

2. Simplify your talent acquisition process

Today, it is also feasible to locate great candidates in any geographic location and optimise the talent acquisition process in crucial ways. Thanks to the internet and social media, this brings better talent to light in many situations.

According to Glassdoor, promoting a job opening using mobile-friendly means attracts more candidates, increasing the number of applicants by 11.6%.

However, the disadvantage of these new talent acquisition strategies is that the process has gotten significantly more complex and challenging.

Today, talent acquisition needs recruiters searching internet job boards, talent pools, and several social media sites.

There’s no getting around the fact that recruitment strategies are changing.

There is no one-size-fits-all answer for developing the optimum talent acquisition strategy. Instead, think about these broad processes and then tailor your system to your company’s specific requirements.

So, how can you make your talent acquisition process more effective?

You can explore the following strategies to streamline your talent acquisition processes:

  • Align your processes with your business goals
  • Keep retention in mind when designing your processes
  • Mobile-optimise your job listings
  • Endorse an agile and flexible working schedule
  • Promote internal mobility
  • Utilise the right recruitment software

3. Optimise your career page

Applications that are shorter and faster get greater outcomes.

Recent research conducted by Glassdoor showed that a 2.3% increase in job applications from mobile device job searchers reduces the time it takes to complete an online job application by 10%.

That’s why your company’s recruiting efforts must be improved to fill current gaps and maintain the company’s long-term existence.

Therefore, you need to optimise your career page.

If your career page isn’t that marketable, you’re missing out on a treasure mine of possible recruits.

Here are some tips for you to optimise your career page:

  • Create a powerful employer brand to make an impression
  • List your company’s top perks and benefits
  • Guarantee a mobile-friendly user experience
  • Highlight email-to-a-friend feature
  • Share the core values of your firm
  • Make your job descriptions more interesting

4. Implement a solid DE&I hiring strategy.

Business growth leaders are making efforts to improve diversity, equality, and inclusion (DE&I) practices.

It’s not just about making a hire quickly that makes your talent acquisition team great but also about using inclusive recruiting methods and implementing an open and impartial mindset throughout the hiring process.

According to Greenhouse, 67% of job searchers value workplace diversity when considering job offers. Nearly 57% of employees believe that their organisation should increase diversity.

Underrepresented employees may be discriminated against, and their peers may not even be aware of it, especially in the hybrid work environment.

A classic example is that men hold 62% of manager-level positions, while women hold just 38%. The number of women decreases at every subsequent level.

Here are some suggestions where you can implement a solid DE&I hiring strategy.

  • Implement surveys for DE&I gaps
  • Use inclusive language all the time
  • Get feedback on your hiring process
  • Recognise your own bias in the hiring process
  • Evaluate your DE&I results

These suggestions are only the first of many steps toward a more diverse and inclusive workplace.

Developing a culture that makes employees feel like they belong is a constantly evolving challenge that we must address regularly.

5. Adopt a people-first approach.

People enablement must be prioritised. And companies must embrace people-first strategies very early on for people enablement to be effective, especially in hiring hybrid talents.

According to Forbes, companies with strong cultures and an organisational ethos based on a human-centric framework can see employee performance improve by up to 54%.

And to put people first means that the hiring process must be objective to cut unconscious bias. This approach also increases hiring the best talents for the open positions.

Talent acquisition should not be treated as a transactional activity. Instead, you should deliver real-time data into the talent market to recruiting managers to create better hiring processes and experiences.

It’s about knowing the person and the thought process behind it, not merely exchanging a CV and an interview application form.

As a growth leader, you must embrace the reality that people are the most precious asset and the greatest chance for an organisation’s success in today’s business climate and marketplace.

What’s next for the future of talent acquisition?

We’ve seen how technology plays an important role to make effective talent acquisition strategies to hire better in the hybrid work environment. And organisations that place a higher value on people and talents than job titles will be better able to attract and keep in-demand talent.

The best place to start is understanding your team’s individual personalities and adapting your leadership style to bring forth your full potential as a team.

DISC is a fantastic tool to understand your current teams behavioural and personality styles and can be used as part of the hiring process to help understand candidates.

We are DISC ADVANCED® accredited, which is the most advanced DISC assessment. Unlike many other personality tests, these assessments were built from the bottom up for the workplace.

With hiring becoming so complex, challenging, and competitive, you must get it right the first time. As organisations scale, they cannot make hiring mistakes, so leverage the above strategies to refine your talent acquisition process.

If you want to discuss how to take your business to the next level, schedule a FREE 30-minute appointment with me.

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