Talent Acquisition: What is Old and New

The new year brings new opportunities to reset and reprioritize. And, for many people (both professionally and personally) that means slowing down and taking time to reflect on the past and look towards the future. But in talent acquisition, we can’t always push pause. Competition for talent is intense, pressure from the business is increasing, and the challenge of balancing old and new priorities can feel overwhelming. Sometimes it is hard to know what to do or where to start. 

According to Aptitude Research, 67% of companies stated that the greatest threat facing their organization is the competition for talent across industries. Every company is competing for the best talent, whether that’s engineering roles, sales positions, or customer-facing roles. The job of attracting and recruiting talent has never been more difficult. 

Companies need to get back to the basics and think about core processes to see what works and what needs to change. It doesn’t necessarily mean pushing pause, but it does mean reflecting on the old and the new. Here is a look at three core processes.

Recruitment Marketing

Recruitment marketing is a major investment for companies today with over 70% of companies increasing their investment in this area (2019 TA Tech Buyer’s Guide). It involves all of the activities that connect a brand to the right person at the right time and with the right communication and messaging. 

Background Screening

Although it's considered a tactical area of recruitment, background screening can have a dramatic impact on a company's overall recruitment strategy. Over 80% of companies of all sizes use screening in recruitment. Background screening includes employment verification, drug testing, credit reports, education verification, and criminal background checks. 

Interviewing: 

Interviewing is one of the most broken areas of talent acquisition today. Companies need to think about a more standard approach and the solutions that can help empower both candidates and hiring managers. 

If you are rethinking some of your talent acquisition strategies this year, starting with the basic areas and taking note of what doesn’t work and what companies should think about in the future is a great place to start. Sometimes that greatest change can happen from starting small in the process.