Chapter 4 – Talent Acquisition vs. Filling Requisitions

Talent Acquisition vs. Filling Requisitions – Hiring teams often get too focused on pedigree and checklists instead of finding the talent needed to complete the duties of the currently open positions. Are your teams more focused on hitting a number and checking boxes than adding great talent to the company. An important cost improvement factor comes in the form of effective candidate sharing.  Using the application traffic of some roles (such as enterprise sales representatives) to help fill other, similar roles (such as internal sales representatives) is incredibly important from an efficiency and financial perspective.  This type of practices allows the business to begin to execute on getting the candidates from one pool to add value to the company and their own career development.  Showing the candidate that you are committed to their growth and not just focused on filling a chair is an important way to be more candidate centered. This type of opportunity also provides you with a way to beat your competition to the best candidates. It puts pressure on them to create similar processes and those unwilling or unable to respond will gradually have increased difficulty in attracting the best candidates.

Do you have a process for granting pre-hire approval within your company? Do your leaders know about it?

Do you use the candidates from one set of requisitions (for example, enterprise sales representatives) to generate traffic for similar roles (like inside sales representatives)?

How effectively do you think you have created career paths for certain populations of candidates and how effective do you think your interview teams are at encouraging it. How do you plan to get ahead of headcount needs in a fiscally responsible way during a war for talent?