Talent Acquisition Playbook
All 406 pages of the The Talent Acquisition Playbook are designed to equip executives, hiring managers, and recruiters with the tools to hire the people they need. Powered by several hundred research documents, dozens of interviews, questionnaires, and product walkthroughs, The Playbook simultaneously codifies and demystifies the lingo, approach, and strategy of talent acquisition so that everyone can navigate the hiring landscape. Because, as it turns out, it’s not exceeding hiring targets that matters most, but having the capacity to do so that cements businesses among the pantheon of truly awesome companies that people are jealous to be a part of.
The New Candidate Marketplace
Serving as an introduction to The Playbook, this chapter lays bare the need to rethink the way most managers approach hiring. Gone are the days of pulling the pin on a requisition, lobbing it to recruiting, and expecting an explosion of awesome candidates. Because the balance of power has shifted from companies to candidates. It’s their marketplace now.
Sophisticated Forecasting
Analytics is about knowing who, what, when, where, why and how to hire and retain the people needed to meet your growth goals. Forecasting tools can be wielded like a telescope to take in the major planetary movements of the business, or used like a microscope to parse the minutiae on why a particular role is taking longer to fill.
Candidate Attraction
In its simplest terms, candidate attraction is the ability to create an employer brand that attracts the people with the right skills and experiences needed to execute current missions and expand into future capabilities. You can think of candidate attraction like a giant magnet. It’s the amalgamation of every tool, technique, strategy, and message used to pique the interest of talented people and explain why they should choose your company above everyone else.
Talent Sourcing
Partnering with an expert sourcer is one of the few ways teams can level the playing field in a candidate driven marketplace. This is especially true when searching for highly skilled, highly cleared people, who are in such high demand they’ve got job offers coming out their ears. This chapter is all about understanding different sourcing models, the associated timelines, and the things hiring managers can do to get a jump on hiring ahead of demand.
Candidate Selection
If chapters two and three were about finding great people, then chapter four explains what happens after a great candidate applies and the process teams go through to vet, validate, and advance them toward a job offer. Whereas this process, in times gone by, was all about weeding out the folks who aren’t gonna make it, today’s operation is all about creating a candidate experience that motivates the best to join.
Incentive Options
You got ‘em on the line. Now it’s time to reel them in. The final chapter of this definitive guide to talent acquisition explores the levers, incentives, benefits, and selling points managers and recruiters have to close the deal on great candidates.