Reactive hiring produces suboptimal results. Increased competition for talent is impacting time to fill, cost and quality of new hires.
Solution Path
Talent acquisition needs to be an ongoing business process no matter if the firm has in-house recruiters, hires external recruiters, or relies on other personnel in the firm to fill the talent pipeline.
The firm’s annual planning process should include expected hiring plans including projected staff turnover.
Assessment tools such as Culture Index, Predictive Index and Kolby can used to better screen and check candidates for cultural fit.
EOS tools such as the Accountability Chart, Process Documenter, and Scorecard metrics can support the effort.
Sales/Marketing expertise should be used to highlight the firm to potential candidates.
Employees should be included in the effort as much as possible. Positive comments on the firm from employees on sites such as Glassdoor can help attract talent along with sharing information on successful development and growth paths within the firm.