I listened in on a panel discussion during this year’s SHRM Talent Management Conference when I hear a recruiter say, “My job is to fill openings.” And I thought to myself, “Hmm…no. A recruiter’s job is to fill the company’s talent pipeline.”
Now you might be saying to yourself, “Same thing.” But I’m not sure it is. Hear me out.
From a process perspective, organizations hire employees from their talent pipeline. So if the pipeline is full of quality candidates, the company will have people to fill jobs. Recruiters would make their lives easier if they keep the talent pipeline full because candidates will be there when the company has an opening.
But I think there’s an added dimension to recruiting that needs to be addressed. Not every job opening can and will be filled with an external hire. If talent acquisition is going to be responsible for finding the best talent, then they need to work with the learning and development function to develop employees from within the organization. They also need to work with compensation and benefits to determine if full-time jobs would be better as part-time or ideal for freelancers.
I recently partnered with Alongside to publish a series of articles on the three talent acquisition strategies that organizations should consider:
I don’t have to tell anyone that hiring is getting tougher. The only way companies are going to win the war for talent is by giving talent acquisition professionals the responsibility and tools to do their job. That’s not simply filling requisitions. It’s helping the organization keep their talent pipeline full, whether that’s with candidates, full-time employees, part-time employees, or freelancers.
The talent pipeline is more than a pipeline of external candidates. It’s all of the organization’s talent. And that’s a pretty big pipeline. And today, businesses can afford to have it run dry.
Image captured by Sharlyn Lauby outside the Hard Rock Casino in South Florida
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