In IT especially, skill gaps are the norm. Nobody has all the in-house talent that they would like to have, and competition is fierce to acquire high-performing professionals as they appear in the talent pool. In an article for InnovationManagement.se, Natalie Hoffmann offers some surface steps for finding and winning talent.
Steps to New Talent
- Use customized compensation market data, perhaps informed by a third-party, and use that as a basis for building your recruitment strategy.
- Assess candidates for their education, depth and breadth of experience, demonstrated ability, and cultural fit.
- Draft the external job posting.
- Recruit multiple active and passive candidates. It is important to maintain a pipeline of contacts; skilled workers who are not actively looking for another job now probably will be eventually.
- Identify top candidates for face-to-face interviews.
- Draft an offer to the top candidate, catered to appeal to the interests of that specific candidate. Do not use blanket offers.
- Perform a background check on the top candidate to avoid costly oversights.
Hoffmann presents a lot of these tips in the form of how a third-party recruiting firm would handle these steps, no doubt as a way to try and sell her own HR business’s services. But still, the general principles are sound. You can view further elaboration on these points at the original article: http://www.innovationmanagement.se/2017/12/06/a-step-by-step-guide-to-successful-high-level-talent-acquisition/