As the economy continues to grow in developed and developing countries, unemployment remains low, recruitment has become harder than ever. Other than high unemployment rates, other challenges in relation to today’s world also exist And many employers believe that large numbers of postgraduates are missing skills in complex thinking, collaboration, teamwork, and communication. All the above-mentioned challenges make finding qualified talent particularly difficult. This is why have come up with the following strategies to effectively acquire talent;

Mobilizing Internal Resources

First of all, organizations should pay more attention strategically to moving current employees into available opportunities across the enterprise. Both recruiting and talent have a key differentiator. An internal hire need not be perfect as long as they get the work done and fit a role to be afforded an opportunity for growth or skills development. Reskilling an internal hire may take a year or so, but it can be done for less than the cost of hiring an external candidate according to research.

Internal talent mobility is not a new thing; it’s certainly an area where organizations have much room for improvement especially from within the organization. A lot of employees find it easier to find a new career outside of the organization that they are working in instead of staying with the current employer and change positions.

Finding People in the Alternative Workforce

The second source of talent is the “alternative workforce”. This approach comes in handy for employers in countries with strict labor laws, company-specific agreements with workers’ councils, high severance requirements, and other factors that create an environment where they hire part-time employees on contract. It is also known to work best with companies that are looking for ways to expand their labor force in response to changing business conditions.

Strategically Leveraging on Technology and AI to augment sourcing and boost recruiting productivity

Automation is not new in the market, as it something we are already seeing coming into the talent acquisition space. Automated systems can collect candidate data, present the data to a recruiter, and select particular candidates based on their work history and skills.

This artificially intelligent (A.I) system learns on its own, making the recruitment process shorten as the system makes the connection without relying on pre-defined behavioral algorithms. The good news here is that technology is available worldwide and today that can revolutionize recruiting.

In Conclusion

Almost every company is driving the rapid development in talent acquisition technology, including high potential talent attraction and the increased demand by employers to stay competitive. The full control of this new technology that sorts out talent acquisition is yet to be known as technology advances daily. Nowadays, the race for market share and capital funding is keeping the recruiting community on edge as recruiting tech is fragmented and congested. Thus, long-term strategies to attain talent acquisition in today’s world will be challenging and recruitment firms need to be adapted quickly to remain relevant as most of this is done by computers rather than by recruitment organizations as other companies do.