In a recent article for Harvard Business Review, authors Everett
In an article for the Society for Human Resource Management (SHRM), principal and founder of Bersin by Deloitte, Josh Bersin, discusses the importance of leveraging network recruiting in talent acquisition. For purposes of his article, network refers to potential candidates, candidates, employees, contractors, and corporate alumni.
As an expert on all things recruiting, business, talent, learning, leadership, and HR technology-related, Bersin is very well-positioned to provide insight in this regard. Here are a few key takeaways from his article on the SHRM platform.
How To Ace Talent Acquisition By Making The Most of Your Networks
Recruiting Has Changed (A Lot)
Recruiting is no longer just about filling a chair and crossing your fingers in the hope that the new employee will get on with doing the job. Hiring for cultural fit is imperative if you want to promote employee engagement and boost your bottom line.
As such, businesses need to get to grips with sourcing and assessing candidates from a global network. Decision makers also have to understand the value of differentiating their enterprise by means of an employer brand and the establishment of a positive employee experience.
Managers Need To Be Trained For Hiring
Managers are often not trained in the finer art of recruiting. While they may be perfectly apt at reading CVs and scheduling interviews, they may not have been trained in identifying the right candidates for the job or know how to keep an eye out for certain red flags that indicate the likelihood of an unsuitable cultural fit. It comes down to seamless people assessment.
Work with your team leaders to help them develop these skills. This will not only ensure that the right people are hired – it will also improve the employee experience straight off the bat.
Employer Brand Management Is Central To Increasing Your Recruitment Reach
Network recruiting starts with investing in your employer brand and how you reach out to engage the right type of candidate from around the globe. This involves:
- Marketing your company in the right way
- Creating interest among suitable candidates even before positions become available
- Tailoring a seamless candidate experience
- Keeping the lines of communication open with likely candidates throughout the interview process
Internal and External Networks Are Invaluable Resources
If you haven’t done so already, make this the year that you take a good, hard look at your talent acquisition strategy to see where the gaps are and how you can improve it on the whole. If you only do one thing in this regard, Bersin recommends a move towards leveraging the rich resources you already have at your disposal in the form of your internal and external networks.
This includes leveraging alumni groups and current employee networks to spread the word, as well as tapping into professional industry groups that share touchpoints with your particular industry.
Sign up for early access to the upcoming release of The Alumni Advantage, an end to end understanding of how organizations are recognizing and leveraging their former employees; authored by James Sinclair, Co-Founder and Chief Executive of EnterpriseAlumni.