Supercharge Your Hiring: 4 Talent Acquisition Tactics

It’s up to HR to make hiring decisions that bring in people who align with the company’s mission, values and goals. But is your talent acquisition strategy accomplishing that effectively and efficiently?

During the most recent BambooHR Virtual Summit, Crystal DeTemple, content manager at the video interview and candidate screening software company Spark Hire, broke down some solid talent acquisition tactics that could give your organization the edge in landing your dream candidates.

Talent Acquisition Tool No. 1: Clear Job Descriptions

Painting an accurate picture of an open role in a job post is harder than it sounds. The goal should be to craft job descriptions that reflect your brand and culture, while also detailing the day-to-day tasks and responsibilities of the position.

DeTemple used a software engineer job post as an example. Instead of describing an essential task of the position as “helping plan how to design important applications,” she suggested a more thorough rephrasing: “contribute toward the architecture design process for mission-critical applications.” This suggestion highlights the importance of tone in incorporating company culture.

The talent acquisition secret sauce for job descriptions, she said, is feedback from your employees and hiring managers. This feedback helps define the role’s expectations, tasks, and the skills, experience, qualifications, etc., needed for a candidate to be successful.

“These often-overlooked key players in the hiring process spend the most time working alongside [newly hired] talent … and they know best what to look for in successful candidates,” DeTemple commented.

She added that keeping job description language inclusive and utilizing pronouns that are gender-neutral helps candidates to avoid preconceived notions about who the company is seeking.

Talent Acquisition Tool No. 2: A Wide Range of Talent Sources

“By using … niche and common job boards, a variety of professional social groups, networking channels, college career centers and referrals from employees and industry partners, you are able to cast a wide net and reach out to more potential candidates with varying skillsets and backgrounds,” DeTemple said.

This strategy not only broadens access to a larger pool of applicants — supporting diversity, equity and inclusion efforts — but also offers valuable insights into current labor market trends in your area and industry.

She emphasized the importance of considering of talent with transferable skills and experience, as well as those who are transitioning from contractor positions, temp roles and reentering the workforce. “Look at the big picture of how those skills and experience and personal traits translate into your organizational success. Some of the best-fit talent may come from an unexpected background or source,” she said.

Talent Acquisition Tool No. 3: Timely Feedback for Applicants

Lack of communication from a potential employer will cause 70% of applicants to drop out, or think about dropping out, of the hiring process, according to Sterlingcheck.com.

Providing prompt feedback, especially during the early screening stages, shows respect for a candidate’s time and keeps them engaged and confident. This practice not only enhances the candidate experience, but also bolsters your company’s brand reputation.

“Don’t leave people waiting for an update longer than a week,” DeTemple said, adding that candidates are likely applying for jobs at companies other than yours.

With this in mind, HR needs to:

• Prioritize ways to shorten the screening process
• Provide clear, honest communication about application status
• Offer resume and skill improvement tips to encourage high-potential candidates to develop, which helps to build a strong pool for future talent acquisition opportunities, and
• Encourage potential hires to stay connected with the organization as they progress in their careers.

“Candidates who may not be the best fit for a particular role, or your team, at this time are more likely to be open to applying again. This is especially true if you provide valuable feedback about why they’ve been passed on,” she said.

Talent Acquisition Tool No. 4: An Accessible Screening Process

Top talent comes from a broad spectrum of abilities and backgrounds. Therefore, all candidates deserve equal opportunities to engage with your hiring team.

To ensure fair treatment for all best-fit candidates, DeTemple suggested several accommodation resources to enhance your talent acquisition strategy:

• Video communication with transcription for hearing impaired candidates
• Americans with Disabilities Act-approved font sizes and colors
• Accurate meta descriptions for images on your website and in attachments
• Virtual hiring options for those unable to travel
• Screen readers
• Voice recognition software, and
• Accessible meeting spaces for wheelchair users.

Additionally, interviewers need to be equipped with resources to accommodate candidates with different abilities, including:

• An interview plan that clarifies any questions during the hiring process related to access needs or barriers
• Training on inclusive and non-discriminatory hiring practices
• Alternative materials to accommodate different learning styles, such as audio recordings or large-print documents, and
• Written materials about your company’s commitment to accessibility and support for individuals with disabilities in the workplace.