Today, many organizations across all sectors are falling short at the first hurdle to secure business-critical talent. Whilst the reasons may be nuanced and depend on several variables, it’s largely due to the time it takes to hire.
We sat down with Paul Norman, Managing Director at Glocomms, to discuss actionable strategies for business leaders and jobseekers alike on how to increase talent acquisition efficiency and the important talent acquisition metrics you should be tracking.
The need for speed
It’s crucial to have a clear and defined talent acquisition strategy; why not cast a critical eye over your current hiring policy to identify any bottlenecks? If an organization is dragging their heels or getting too many people involved in the hiring process, not only might this negatively impact an employer’s brand, but top tier talent won’t wait around.
Most companies promise a 3-5 step process, which is the industry standard, however this typically evolves into 7 rounds. By cutting out the inefficiencies and including hiring managers, HR personnel, and other team members in one round, this can help streamline talent acquisition processes and free up space to measure personal fit.
The case for a positive candidate experience
With today’s top talent having around 3-4 offers on the table, a sluggish and fragmented process can hold companies back from filling roles – resulting in an exponential rise in costs and workforce productivity plummeting. The hiring stage is the first touch point for tech talent to gain a real glimpse into a prospective company and as Paul Norman states, “professionals are assessing your business as much as you’re assessing them, so it’s imperative to nail your first impressions right from the get-go.”
From providing clear feedback, honest communication, to putting a date in the diary at each interview stage, not only can this empower candidates and move things quickly forward, but it will give you a competitive advantage in an oversaturated market.
Top-performers can be off the market in the blink of an eye, that’s why it’s crucial to keep hiring policies relevant and tailored to candidates. “Recently, we’ve observed companies adopt the ICCE methodology which can emphasize the capabilities of professionals rather than simply what is displayed on their CV”, comments Paul Norman.
The ICCE methodology outlines four key hiring metrics to consider to streamline your talent acquisition strategy:
Intelligence - It starts with Intelligence, which denotes to an individual’s ability to learn and apply their knowledge – often difficult to quantify as it varies from person to person.
Character - The second segment is Character; assessing a professional’s energy levels, their drivers or motivators.
Coachability - Coachability looks at how eager an individual is and if they’re willing to learn.
Experience - Experience is the last pillar, which measures a candidate's experience and if this matches up to the potential role.
Paul Norman highlights, “by implementing the ICCE model, coupled with fast-tracking hiring, this helps get more buy-in from professionals because you’re dramatically improving the typical recruitment process.”
Partnering with a talent specialist
At Glocomms, we partner with VC backed, early series A-B startups, to global giants, which means that we benefit from having an industry-leading portfolio spanning multiple sectors, worldwide. We have full visibility of the market so we know exactly what our competitors are doing and what recruitment strategies professionals across different verticals have in place; we have all the inside intel available at your disposal to help boost your talent acquisition efficiency and define the hiring metrics that are important to you.
Looking to elevate your talent acquisition strategies or wondering how to navigate the complex hiring process? Request a call back and one of our talent specialists will be in touch to discuss more about the key talent acquisition metrics and strategies you should be taking into account.