Best Practices for Talent Acquisition

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At the most recent Tidewater TechExpo, we presented Top 10 Best Practices in Talent Acquisition for a large group of government contractors doing business in the Fort Belvoir area.

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Best Practices for Talent Acquisition

  1. 1. Practices For TalentAcquisition in the Security Cleared Community
  2. 2. Enhancing Your Recruiting Don’t Whine “I Don’t Have thewith Social Media Time”….. There are at least 2 or 3 things you are currently doing inefficiently that could be done more efficiently
  3. 3. Who Are You? Does the talent even know about your company?You have a tough case to present tothe talent community.Finding and keeping your talents is afoundation for your contracts.You are an unknown and you don’thave the resources that your primesdo.There are some things you can do:You can move more quickly and makea stronger connection with yourcandidates.More opportunities to make adifference.Use multitalented individuals.Allow professionals to be part ofsomething.
  4. 4. LinkedIn CompanyProfileAn opportunity to shareyour products and serviceswith your network.Get you customers to writerecommendations aboutyou.Interact with yourfollowers.More effective than yourwebsite in communityengagement .
  5. 5. Create a Good Summaryon Your Personal LinkedInProfileUsing the Summary as a goodplace to showcase yourCompany’s brand and yourbrand as well.This is something to share withall of your employees.This is an area to use yourkeywords and the specifics onwhat kind of candidates youare looking for.You want to keep within threeshort paragraphs.Adding applications like Eventsand Slideshare.
  6. 6. Participate in theLinkedIn GroupsThousands of groups on a varietyof topics from alumni groups tospecific types of professionals.You can join up to 50 groups toincrease your opportunities toparticipate and makeconnections.Participate, comment andconnect, not just advertise.Think about setting up your ownand maybe an Alumni group.Use the Settings to control howmuch email you get from thevarious groups.
  7. 7. Client Facing ManagersEveryone in your company is partof your brand and should emulatethe key values of your brand asthey will be interacting with manyprofessionals who could be part ofyour team.These will be the people who mayeventually come to work for you ormay know folks that they canrecommend to you.
  8. 8. Your Candidate ExperienceRemember to build a rapportwith each candidate, to sharewith them the benefit of beingpart of a smaller company.Receipts and thank you’s forapplication.Status of applications.Feedback on the process.Why they didn’t meet therequirements and what theymay want to do.How difficult is it to go throughyour application and hiringprocess?
  9. 9. Job DescriptionsThese are advertisements toentice and inform future talent.Don’t just copy the contractrequirement.This is one of the first thingstalent will read, make itinteresting, accurate and verydescriptive.Company details, programdescriptions, cultureenvironment, howadvancement happens, whatother opportunities areavailable – all great places forsearch words.
  10. 10. Job BoardsTargeted community ofjob seekers.Ability to reach out tomore job seekers thanyou can on your own.Searching and connectingwith key talent – if youknow how to do a searchcorrectly.Resume agents.Statistics for jobdescriptions.Direct advertising.Brand building.
  11. 11. Job Fairs This is brand building, getting your name out. Don’t just talk to “one kind” of talent. This is a meet and greet for the community. Bring your frontline managers not just your recruiters.
  12. 12. Employee ReferralProgramsThe cost of the programversus the total cost ofrecruiting a professionalfor your team.Be sure that your teamknows the positions andtypes of individuals youare looking for.Provide the information ina shareable format – quickdescription and link.
  13. 13. Alumni ProgramsTreating your currentemployees well even if theydecide to move on.Remember: Word of Mouth( skunk reports )Keep them in youremployee referral program.Set up a LinkedIn group foryour alumni, post contractannouncements, newopportunities
  14. 14. Becoming the SME in your industryIf there is a particular technologythat your company is an expert on,you need to share this information.Even if you are not the expert, andmany others are working in thefield, provide updates, commentsand information on the topic.TwitterLinkedIn updates and groupsBlogging
  15. 15. Setting up a quick blog thatis part of your site thatshares tips & tricks aboutyour area of expertise.Builds a following andincreases your Googlesearch results for your site.
  16. 16. Bonus – What are you doing toattract veterans to yourorganization?Cultivate your current veteransemployees to help you build arecruitment and support strategy forveteransDevelop a military friendly posture foryour company. Don’t just say it, do it!In your job board searches, click “AnyLocation” which will pull up manyveterans who will be relocated by thegovernment.Make sure your LinkedIn profiles reachout to military personnel.Participate in the Military SupportLinkedIn groups by providing advice andopportunities.Support the local TAP and ACAP offices.
  17. 17. Kathleen Smithksmith@clearedjobs.net

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