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Talent acquisition is essential to creating a valuable team that contributes to the strategic growth of your company. 93 percent of CEOs said they recognize the need to change their talent strategies, yet almost two-thirds of them have failed to make those changes. Whether you’re currently in the process of updating your talent strategy or know that this is a future priority, here are three ways to enhance your strategy:

1. Train your managers for success

In order to bring out the full potential of your employees, it’s essential to train those who will be in charge of getting them off the ground. Your managers are critical to the talent acquisition and development process. Some skills that your managers should have include relationship-building, confidence and the ability to listen. You want your managers to know exactly what your company has to offer so they can relay it to employees. Additionally, managers need to know when to listen to employees in order to help them achieve their objectives.

2. Revamp how you recruit

Always be recruiting. Keep in mind that finding high-quality candidates is a time- and labor-intensive process. You should expect a high-priority candidate search to take around six weeks — and during that time, be prepared to prioritize dedicated time and resources to the process on a daily basis. Typical recruitment strategies are initiated when there are open positions that must be filled.

If you’re always recruiting, you will be proactive and anticipate your hiring needs for the future — and then pre-qualify candidates who could fill those future roles, even if they’re not looking for an immediate career change. Research and select an independent recruiting firm to do the heavy lifting for you, and enhance your chances of filling open positions faster and with better quality candidates.

3. Involve all of your stakeholders

It’s important to take a step back and determine who will be working with the individual you hire in the end. These employees can be considered stakeholders – people who will be impacted by your final decision. In turn, it’s a good idea to incorporate them in the hiring process. While they do not need to help you make the final decision, involve them in the interview process. Your existing employees can give you a better idea of who may fit best into your company culture.

To help you and your stakeholders during the recruitment process, make a list of steps you want to take beforehand (e.g., talent screening, checks). This can serve as the road map while you are working toward hiring an individual. Additionally, you should be prepared to create a short list of candidates before you begin the selection process. This can reduce the amount of time you take to move onto the official hiring and on-boarding.

For over a decade, Resolute has been helping businesses increase bottom-line results through the successful deployment of software-driven technologies, strategies, and teams, so please contact us to learn more about how we can help you.

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