Top 5 Talent Acquisition Tips for 2009

January 27, 2009
With one year ending and another beginning it is a time to reflect on the past and look to the future. I enjoyed reading Madelaine Laurano’s All Aboard blog and I have repositioned her predictions with regards to the UK market and realigned it with our business objectives. With this in mind, here are 5 top tips for the world of recruiting in 2009,
  1. Explore new innovations. Companies will expect advances in technology to offer new ways to hire better, faster, and smarter. Technology is increasingly changing the landscape of recruitment and the industry has responded with new digitized CV’s from companies like iProfile, Broadbeans multiple job board postings and now Talent Acquisition Networks. The Talent Acquisition Network offers a recruitment dedicated business to business network that connects hiring companies with agencies. With a combination of an unstable economy and highly scrutinized budgets, these tools promise a way to save money, improve hiring techniques and economically expand a company’s recruitment footprint. Technology has demonstrated in all industries the ability to open up markets and level playing fields and recruitment will not be immune from this phenomenon.
  2. Do not underestimate talent shortages. Despite the large number of redundancies hitting our headlines there will still be talent shortages in specific functions. According to Bersin & Associates’ TalentWatch report published in 2008, the greatest talent shortages exist in the areas of:
    • Line managers (43 percent of organizations cite severe or major shortages);
    • Executive positions (34 percent of organizations cite severe or major shortages);
    • Engineering and technical professionals (cited by 42 percent of organizations, with 14 percent stating their shortages are urgent).
  3. Recruitment Planning. Short-term, reactionary recruiting strategies can lead to expensive problems in the future as the economic climate rapidly changes. As a result, workforce planning and succession planning will be a focus for many companies looking to gain competitive advantage. The use of contractors and interim managers is gaining in popularity to keep down internal headcount. It is a growing practice used to overcome hire freezes and is helping companies navigate these unprecedented times.

  4. Tap into the younger generation. W.Stanton Smith, National Director, Next Generation Initiatives (NGI) at Deloitte , has written an excellent book titled “Decoding the Generational Differences: Fact, Fiction.or should we just get back to work?” it deepens the knowledge about the Millenials and how they differ from their Baby Boomer employers and the necessary mindset changes required in companies to attract candidates including flexible working hours, options to work from home, training and mentoring programs.
  5. Embrace new social media sites. The maturing social media sites have attracted growing attention from European companies and are intertwining themselves with big business names, such as British Airways, Cap Gemini, BskyB, Shop Direct Group (UK) and ING. More companies are using social media sites to interact with employees and customers. According to a Nielsen Online report, Twitter grew by 343%, Ning sites grew by 251%, and LinkedIn grew by 193%. In a study by emarketer, 25% of small businesses said that they would increase their spending on the medium this year. It is only logical that more companies will look to these sites as they enter the mainstream to find better ways of engaging new candidates.

    Whatever the economic future, the pace of change and innovation will not bow to economic uncertainty. Technological advancements will continue to challenge and restructure our business practices and work methods. Technology has a tendency to throw light and transparency on the dark monopolies of the 21th century and level the playing field for all those who embrace it.

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