Candidate Generation Phase

After considering the Marketing Mix in Talent Acquisition, the next step in the recruitment process is putting together a sourcing strategy, for each role. After meeting with the hiring manager to understand the exact needs of the role, as well as its nuances. After understanding their role fully, including their management style, we move to the Candidate Generate Phase – a well thought through strategy designed to ensure that we have a proper plan to attract candidates. Because no role is exactly like another, there may be similarities, each role then should have its own strategy.

This individualized plan should be co-designed with the hiring manager, and other key stakeholders in the hiring decision. I think it’s important to have their buy-in to the ‘how’ we are going to market to find the suitable candidate.

In this plan, we determine the channels we will use so that our effort reaches our intended target market. The plan also includes what the assessment phase should look like, how many interviews will be held, what technical questions need to be asked, which competencies are to be measured, which ones are the most important, and how we will rank these. We need find out here if psychometric assessments will be conducted. If yes, what kind.

The AIDA principle works really well when putting together a job advert, because you must get Attention first, then Interest, we need to highlight those attributes of the role that are appealing to get Desire, and then finally Action. My thing about advertising, is that we need to understand our target market, and where they are most likely to see the job post.

The Candidate Generation strategy then specifies upfront, exactly where our adverts will be placed. For example, when looking for specialist and senior skills I opt for LinkedIn, and for internships Twitter has been the best platform. When the advert is placed through the companies Applicant Tracking System, we can post internally to explore interest within the organization, and simultaneously place directly on our website for external candidates.

Here we also decide whether we will engage with recruitment agencies, or if we will try to fill the vacancy directly as a cost saving initiative. Most hiring managers have appreciated when I asked if we should add agencies to the search, they say that in most instances the recruiter has gone out and used agencies without their knowledge, and only found out about it when the bill came. They like the option of getting extra help when its urgent, or if they want to tap into the agency’s data base and network.

The beauty of a talent acquisition strategy is that it’s not only a wonderful tool to understand how we are going to search, it also acts as a Standard Operating Procedure (SOP). When things don’t work out, we can go back to the plan to make adjustments. It also acts as a Service Level Agreement (SLA) between HR and the business.Mo new

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BlockHead

A Human Resources Practitioner with a blended knowledge of HR; Diversity, Equity & Inclusion and Talent Acquisition Management as well as Employer Branding and Employee Value Proposition. Enthusiastic and outgoing, an innovator who is continuously aware of new possibilities with a penchant for discovering different but effective ways of doing things. I gain motivation from the ability to not only generate but implement ideas. A visionary with a positive mindset which often carries others with me. Forever interested in seeing the possibilities, particularly in people, within and beyond the present moment. My key strengths lie in consulting with business to understand how HR activities can contribute to business strategy execution. Passionate about the digital landscape and have successfully implemented Digital Talent Acquisition Strategies for various organisations. I totally believe that healthy organisation culture is a competitive game changer, and strive to help shape companies to attract and retain the best people to meet their mission and grow their vision. As an experienced Talent Acquisition Manager with a documented history of working in HR across various industries in South Africa, as well as other countries on the African continent including Kenya and Nigeria, I know that Africa has incredible talent, and I am excited to play a role in unleashing the best in people across the corporate world. Simply put...I love what I do! In my spare time, I am an avid participant in various activities hosted by the Society of Human Resources Management (SHRM), and a regular contributor to their Blog including taking part in their weekly “Next Chat” on twitter. This is a global platform hosted by SHRM that has people from all facets of HR sharing ideas, knowledge and learning on the specific topic chosen for the week. This June, I will be speaking at the annual conference #SHRM19 which is being held in Las Vegas.

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