The world of human resources and recruitment is undergoing rapid changes, and traditional talent acquisition activities do not deliver the same sucess as they did before. There are unavoiable shifts in the dynamics driving talent acquisition, thus resulting in more intensified competition for scare skills.
There are some noted factors in this landscape that stand out for recruiters worldwide that every organisation should take into consideration:
Creating an ecosystem of talent around your firm
Globalisation takes place everywhere, and so does talent acqusition practice. Traditional recruitment activities has failed to meet the demand for global talent network. The advancement of Internet and Intelligent technology have changed the way that recruiters and applicants communicate forever, affecting every step in recruitment from looking for information and applying for positions. In order to connect with talents in the new world, organisations are required to build an influential ecosytem with the ability to attract the necessary skills from a wide range of sources in the time being. The ecosystem must be accompanied with a dynamic employer brand, compelling referrals, networks of social media and alumni, relationships in the market and strategic taltent searching team.
Building a powerful employer brand and marketing brand
In the situation of mitchmtach between demand and supply for high quality staffs, those who employ high-demand skills do have the power to choose their desired positions among competitors in the market. Therefore, organisations nowadays are investing large amount of money in order to create an appealing comsumber brand. This requires mordern recruiters to act and think exactly like marketers, cooperating closely with marketing experts to create a consolidated brand with appealing talent acquisition strategy.
Solving executive problems rather than recruitment problems
Every company leader considers growth to be one of the top priorities for their organization. The target is rarely reached by keeping old people with poor performance. In order to attract talents for executive jobs, the strategy should be led by a talent himself. Modern CEO is required to play a more than ever active role in all the recruitment process. If the in-house HR team cannot perform a powerful talent acquisition strategy due to the scarcity of key skills, consulting with experts from professional recruitment agency such as Faro Recruitment Vietnam is a wise solution for the company leaders.
Combining insourcing and outsourcing recruitment model
Both of the two options: insource and outsource plays important roles in a well-balanced talent acquisition strategy. It is reported that a hybrid recruitment model works best when it is based on a clear requirement analysis for talent. Division of responsibility: which roles should be fulfilled by in-house recruiters and which tasks should be backed by external partners should be clearly addressed. Researches have shown that there is a trend in using competent recruitment agency like Faro Recruitment Vietnam to secure the best outcome.
Realizing the benefits of using an employment agency can positively suggest a new talent acquisition and business model for your organization. Rather than carrying out an outdated recruitment tactic, passively expecting potential candidates to fill in your vacancy, a call to Faro Recruitment Vietnam can bring a quick and effective solution to your recruitment issues.