We guide our clients through the entire hiring process.

Many organisations struggle to find people to fill their job openings. Often, that’s because they don’t have a long-term hiring plan that can adjust to changes in their business and the market. But sometimes it’s because they aren’t approaching the right candidates in the right ways. They may treat hiring as a one-time process rather than as an ongoing strategy.

Talent acquisition services can make a big difference. A talent acquisition strategy focused on people will ensure that the hiring process meets the needs of candidates, hiring managers, and recruiters, and is engaging, intuitive, fair, and fast. But that strategy must go beyond just hiring. It must involve setting the strategies, processes, and tactics that enable your company to identify and recruit top candidates.

For example, adding technology to your talent acquisition services can bring the right talent to you faster, more cost-effectively, and with higher engagement. Sourcing and selecting tools, including chatbots, are available to candidates anytime and can shorten the time it takes to move candidates to the interview stage by nearly 80%. Automation can help your team identify top talent, schedule interviews, rank candidates based on skills, and free up time for hiring managers and recruiters, so they can concentrate on more strategic work. And it can improve the candidate experience.

You might also set a talent acquisition goal to eliminate bias, including unconscious bias, in your candidate assessment processes. Data-driven tools can play a role here, ensuring that recruiters focus on the best talent with the necessary skills and don’t consider any impermissible factors.

D&B Placements talent acquisition services recommend following our “CARE” model as a proven talent acquisition process. This model ensures that every candidate experience is fair, consistent, and engaging. This model has four steps:

Set up your talent acquisition team: Caring for candidates means you need the right people, processes, and technology on your talent acquisition team. It ensures you have the right team members with the right skills, that those team members are doing the right work, and that you’ve given your team the tools and technology they need to make their job less manual and more efficient.

Adapt the hiring process for each candidate: No two candidates are alike: they have different needs, preferences, and expectations, depending on the role they’re applying for and the stage of life they’re in. That’s why it’s important to tailor the hiring experience to each candidate’s journey, specifically what you want them to think, know, and feel at each stage. Candidate personas can inform how you design the candidate experience, including which channels you select, what messages you include in job postings, how you assess candidates, and what technology you use. A persona should include the person’s age, personal circumstances, family commitments, current role, career background, motivations and aspirations at work, job search status, preferred communication channels, and expectations of the recruitment process.

Refine your candidate hiring technology: Talent acquisition technology, such as always-on chatbots and digital assessment solutions, can help you provide a best-in-class candidate experience. But you can’t rely 100% on technology; it has to complement your people and the way they work. The right technology will depend on the role and its specific needs. For example, high-volume roles may be appropriate for an auto-responder email, but executive roles will require a more personal approach.

Treat candidates as future employees: Treat candidates as if they’re already working for you, and you’ll improve their hiring and onboarding experience. Look for ways to engage them throughout their journey. Embed your brand and values in every step of the hiring process. Share information about your company culture and values and ensure they feel included at every stage. This way, even unsuccessful candidates will leave with a positive impression of your company that they can share with potential employees and customers.

Talent acquisition specialists can help organizations find, interview, assess, hire, and onboard new employees. They do more than just recruiters who try to find people for a job opening. Instead, talent acquisition specialists take a longer-term view of the organization’s hiring processes and talent pipeline. They make sure new hires have the right skills and mindset for the job. They also make sure candidates are engaged, are aware of the organization’s brand, and are in the best position to hit the ground running when they join your company.

Talent acquisition specialists ensure that the hiring process is effective and that the right people are brought on board. They don’t just fill open roles but build a talent pipeline for the organization’s future needs. Their goal is to find candidates who are a good fit for the company’s culture and values, and who have the potential to grow and succeed in their roles. By taking a strategic approach to hiring, talent acquisition specialists help organizations build a strong and capable workforce.

A talent acquisition company can transform a one-time hiring process into a comprehensive, people-focused strategy that fuels and fills your talent pipeline. And it can also show you new approaches to hiring that will help you find new ways to secure potential candidates.

Here are just some of the talent configuration and recruitment strategies that a talent partner can help you create:

Balance: Stabilize your organization through operational changes, performance improvements, and technology.
Build: Make better use of the talent you have through re-skilling, up-skilling, succession planning, and diversity planning.
Borrow: Help you draw on the skills of interim professionals, including contingent labor, contractors, seasonal staff, and gig workers.
Bot: Accelerate and scale your hiring processes using technology such as robotic process automation and machine learning.

With the help of a talent acquisition partner, you can develop a more strategic and sustainable approach to hiring and managing talent. They can provide expertise, resources, and innovative solutions to help you attract, develop, and retain the right people for your organization’s needs, both now and in the future.

Talent acquisition is a strategy that helps your organization fill current job openings and build a long-term pool of potential employees. It’s a proactive, continuous process that includes recruiting and onboarding new talent. Talent acquisition services enable companies to study their workforce and ensure their talent strategies align with their business strategies. The goal is to make sure an organization has the people, skills, and experience necessary to move the business forward.

Human resources is much broader than talent acquisition. It covers the entire lifecycle of an employee, from onboarding to training, setting compensation and benefits, developing policies to govern employees, and handling employee exits.

To optimize the employee experience, organizations need to align talent acquisition with all human resources and talent management functions. This means ensuring a seamless process from hiring new employees to managing and developing them throughout their time with the company.

By taking a strategic and integrated approach to talent acquisition and human resources, organizations can build a strong, skilled, and engaged workforce that drives business success.

It’s hard to find good employees these days, and it’s even harder to keep the employees you have. This means human resources teams are struggling to find new candidates as well as replacements for the people who have left.

Talent acquisition teams can help organizations solve these hiring challenges. They could suggest ways to find new pools of potential employees in different locations, especially if the work can be done remotely. They may look for ways to improve the skills of existing employees to fill talent gaps or use interim talent services to fill roles like project-based professionals or interim executives. They might apply technological solutions to automate and streamline hiring processes, especially if an organization needs to find talent for many roles at once. And they might suggest ways that the organization can attract and motivate employees by setting new pay and reward strategies and performance management plans to increase engagement and productivity.

With the help of talent acquisition experts, organizations can develop better strategies for finding, hiring, and retaining the skilled workers they need to be successful. These experts can provide fresh perspectives and innovative solutions to address the unique talent challenges facing each organization.