Eight Ways To Improve Your Talent Acquisition Strategy

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Eight Ways To Improve Your Talent Acquisition Strategy

2022 is the year when companies are hitting the ground running as more and more job candidates search for new roles. The companies now need to focus on creating bullet-proof talent acquisition strategies, but this can be challenging. Staying on top of the latest recruiting trends can certainly help as it allows HR teams to assess their current talent acquisition processes and find areas that need to be improved.

According to a report by the U.S. Bureau of Labor Statistics, 8.4 million jobs will be created in the U.S. by 2030. With so many companies looking to hire talent, improving your talent acquisition efforts should be imperative as it is the key to your company’s success.

This article will explain what you need to do to improve your talent acquisition strategy and ensure you get the best talent for your organization.

1. Set Clear Business Goals

Start by setting your business goals for the next two to five years. This is important as your talent acquisition strategy will be designed according to those goals to meet your business objectives. It is not enough just to fill currently open job positions, you also need to consider how your company plans to expand in the long run and find the right talent to help you get there. 

2. Map Out Your Talent Acquisition Process

For your T.A. to be successful, you need to have a solid process for all the steps of the talent acquisition cycle. Map out your organization’s hiring process from start to finish, and examine each phase in detail. This way, you’ll be able to identify what phase needs to be adjusted or improved. These steps can include:

  • Sourcing
  • Writing job descriptions
  • Interview workflow
  • Process of sending job offer letters
  • Background checks
  • Pre-hire clearances
  • Orientation
  • Onboarding

3. Work On Your Employer Branding

Having an inviting employer brand and a clear picture of what it’s like to work at your company attracts top talent. For a talent acquisition strategy to be successful, it needs to be backed by a strong employer brand. Typically, top talent gets more than one job offer, and they decide which one to accept by comparing companies to see which has the best culture and is more appealing. That’s why creating a great employer brand is crucial to attracting the best talent and achieving lasting success.

4. Define Your Ideal Employee

While you’re working on your employer brand, presenting your company as an ideal destination for top talent, make sure also to develop a clear understanding of your ideal candidate. Define what competencies this potential candidate should have to be successful in the role you’re offering. Decide what qualities this prospective employee should show to be a perfect fit. 

Think about where this ideal candidate receives information. Do they have hobbies? What interests might they have? What publications do they read? How would they look for new job opportunities or build connections? What professional associations could they belong to? Who would they know that could refer them to your company?

Answering these questions will give you an understanding of the talented individuals you’re looking for and where you can find them. Writing targeted job descriptions becomes easier as you can make them appeal to your ideal candidate and entice them to apply.

Additionally, by 2030, Millennials and Gen Z will represent most of the workforce, and they are quite different from previous generations of employees. They have other wants and requirements than Gen X and Baby Boomers preceding them, so you need to know them.

According to Deloitte, Millennials are the least engaged generation of workers, changing roles more often than any other generation. So, you need to work on attracting the right talent who will want to stay longer in your company.

Bear in mind that new generations of workers want something more than a good salary. While it is a strong incentive, they also want the company to behave ethically in its activities, to have a purpose beyond making money, flexible working options, great company culture, and a positive workplace environment, among other things.

5. Work on Candidate Experience

Whether good or bad, the candidate’s experience can largely influence their decision to accept a job offer. Great candidate experience can make a candidate feel good about your company and increase their desire to work for you, while bad experience can cause them to lose respect for your organization. They can even share their negative experience, which can cause harm to your brand.

To ensure you provide your qualified applicants with the best experience, do the following:

  • Write clear and detailed job descriptions
  • Make it easy for candidates to apply for the job on your career page
  • Communicate regularly with candidates throughout the T.A. process, and answer all of their questions
  • Be transparent
  • Explain to candidates what they can expect from your hiring process
  • Provide feedback whenever possible.

6. Offer Flexible or Remote Working Options

What became a necessity during the toughest days of the COVID-19 pandemic has now become a new normal. Researchers have also shown that moving away from the traditional way of working and offering flexible options to employees can increase their productivity. Even the standard 9-5 work week is slowly becoming an obsolete feature in these modern times.

More people are looking for positions with flexible hours, personalized scheduling, and the option to work remotely. They value the freedom and flexibility to deliver results on their time and to have an opportunity to meet their work goals while having the lifestyle they want.

If your business allows it, make sure to hire remote workers. If you can employ remotely, you will significantly expand your talent pool since you won’t be limited to workers living in your city. As we could see during the pandemic, working remotely can save businesses thousands of dollars annually just by not needing to rent office space or deliver supplies to people working remotely.

7. Provide Career Development Opportunities

According to a study by the American Psychology Association, employees without support in career development are more likely to distrust their employers and plan on leaving within the next year. Changing companies has become increasingly common because employees think it’s the way for them to get ahead.

If you can offer a strong career development program to your potential hires, you can position yourself as a higher-value employer in the talent acquisition process. Not only can you offer a new career opportunity, but you can also offer the next role in the future. Such initiatives as on-the-job training, mentorship programs, and a track record of in-house hiring can win top talent by showing that your company takes care of its employees today and in the future.

8. Hire Inclusively

According to Forbes, a diverse and inclusive workforce is crucial for companies that want to attract and retain top talent. However, one-third of large employers don’t have programs for recruiting diverse candidates. 

To build a diverse workforce, make sure to:

  • Educate your HR department on how to make your talent acquisition process more inclusive
  • Build diverse hiring panels
  • Educate your hiring team on bias and how to avoid it
  • Widen your talent search parameters
  • Make inclusion part of your company culture


It’s not a secret that finding the right talent can be difficult, especially if your company’s competitors are also looking for the best candidates to fill their vacancies. This is why your company needs a strong talent acquisition strategy. 

Your talent acquisition strategy needs to be on point if you want to get ahead of your competition. It needs to be developed most effectively and based on the latest trends. While your goal is to hire the best talent, don’t forget to provide a good experience to everyone involved.

Hundreds of new candidates are looking for job openings every day, and CIBR Warriors is here to help you find the right one for you. For more help in advancing your career or finding a qualified candidate in I.T. and Cybersecurity, contact us. We’d be happy to answer your questions and provide you with the best advice for getting started.

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