In order to attract and retain top talent, talent acquisition teams should take a step back and analyze their recruiting strategy. If your recruiting strategy is reactive, you could be missing out on high-quality candidates. Instead, focus on a more proactive recruiting strategy by building relationships and engaging with candidates. To understand the importance of building talent relationships, look back on the positive relationships you’ve had in your life whether they are personal or professional. Many positive relationships you’ve had, specifically professionally, are inspiring and have even led to new experiences and opportunities.
Companies are always looking for ways to make the hiring process more effective and efficient. Finding, retaining, and developing the best talent is critical as competition for the star candidates remains high. Human talent acquisition services are an important solution that businesses can use to recruit the best candidates for their organizations, which is crucial to consistent growth.
The Significance of Relationship-Building
In a shrinking labour market, it has become imperative for businesses and recruiters to continuously engage in candidate relationship management. This is because the typical candidate has gone from being the seeker to the one who is being desired. Candidate relationship management is defined as the process of attracting and engaging candidates and nurturing authentic relationships with them over time. This talent pipeline includes active candidates, passive candidates, and former candidates. It also includes hourly candidates, remote workers, gig workers, and full-time employees.
At SDC, talent acquisition is at the centre of our entire operation. Therefore, it is imperative to us that building healthy professional relationships with everyone we work with is essential. While certain candidates may not have succeeded in getting hired, they can be an invaluable resource for your talent pipeline – potential candidates for other positions that may open up in the future. The company can maintain communication with these potential hires and continue to engage them.
A major challenge of the recruitment exercise has always been maintaining trust between candidates and recruiters. In a world where almost everyone gains at another’s expense, candidates can sense a refreshing honesty from a recruiter. This gives you credibility and can be what keeps you ahead of the curve in the market.
Recruiters usually take responsibility for the tools, processes and technology, but they also need to advise and coach. Helping hiring managers to understand their vacancies and the external market is key. Does the role need to be filled? Is there an internal option available? Can some duties be scheduled to another team member to create a different role profile? A recruiter can help shape the opportunities available whilst briefing managers on the available talent, both from the in-house team’s pipeline and the likely external pool. It is important to set expectations so that the hiring manager knows what to expect in terms of timeframes, technology and routes to market, and likely numbers and quality of candidates.
At SDC, we developed a special talent not found in the staffing industry anymore the element of relationships. Our extensive database of pre-screened and pre-qualified candidates demonstrates our commitment to relationship-building. If you’re looking for exceptional talent for your organization, and are looking to build a healthy long-term relationship, we’ll be waiting for you.
