Do October, November, December need to be Friday, Saturday, Sunday of the year for Talent Leaders?
As Thanksgiving approaches, a slowdown in overall hiring and recruitment is prominently noticeable. Major targets are met, organizations are satisfied with their current hiring, and as the processes slack due to festive season.
A lot of focus on financial closing, budgeting, and business strategy for the upcoming year.
Everyone gets relaxed on the hiring and recruitment forefront. Of course, looking forward to the holiday season is exciting. The last three months of the year are pretty much treated like Friday, Saturday, and Sunday – a weekend. Everyone wants a fresh start and perspective to work again.
Does it have to be, though?
What about the recruitment function? Can’t they gear up for next year? Can’t they be aligned with the business plans for the year?
Yes, they can! We are not saying to hire, but we recommend you gather everyone you want to hire.
Let us read further about how recruiters can strengthen themselves with a few talent-sourcing strategies and be steps ahead of the talent competition they face every year.
Build up the talent pool
Most candidates wait for the new year to start looking for a job.
However, this is the time when talent sourcers can play a vital role in the identification of potential talent pools.
By keeping track of these individuals, they can get in touch with them as soon as a vacancy opens. This way, the talent sourcer & the organization can save a lot of time that would otherwise be spent screening resumes.
Hence, talent sources need to be proactive during this slow period and identify potential candidates who can be approached as soon as there is a requirement.
It can be challenging for recruiters to keep track of all the submissions as the pool of applicants continues to grow.
By cleaning the data of past applicants, recruiters can get a fresh perspective on them and select the ones they need.
This process involves omitting duplicate submissions, outdated contact information, and irrelevant work experience. By doing this, recruiters can keep only the most relevant and up-to-date information on file, making it easier to find the right candidate for the job.
As a result, data cleansing at the year-end can be the time for any recruiter who wants to maintain a well-organized database of candidates for future reference.
Networking with previous candidates who weren’t interested- building a pipeline
As we head into the final few months of the year, many organizations finalize budgets, and their tentative recruitment requirements are certain. It provides an excellent opportunity for sourcers and recruiters to network with previously approached candidates who weren’t interested.
By doing so, they can help build a sustainable talent pipeline for the upcoming year. It is critical in today’s ever-changing workforce landscape, where the need for talent is constantly shifting. By staying in touch with previous candidates, sourcers and recruiters can be ready themselves to quickly fill any vacancy.
With careful planning, the final quarter can be a productive time for Talent Acquisition teams.
Aligning sourcing strategy to business strategy of the year - Talent Mapping
It’s no secret that the ever-changing business landscape can make it tedious to keep up with the latest trends in talent acquisition. It’s essential to align your sourcing strategy with your business strategy for the coming year to stay ahead of the curve.
It can be achieved through talent mapping. Talent mapping involves mapping the specific skills and experience needed to meet your business goals.
By staying up to date with the latest trends and identifying the in-demand skills, you can ensure that your company has the talent it needs to succeed.