Building a Talent Acquisition Strategy: 4 Examples & 9 Tips for Success

Talent Acquisition Strategy

What Is a Talent Acquisition Strategy? 

A talent acquisition strategy is a plan designed to help organizations identify, attract, and hire top talent for their needs. The strategy encompasses activities related to sourcing, recruiting, and hiring individuals in a way that aligns with the company’s culture, goals, and the overall market environment. 

A strategic approach to recruitment goes beyond simply filling positions, to find the best fit for the organization in the long term. Establishing a successful talent acquisition strategy involves understanding the qualities needed in candidates, the preferred sourcing channels, and how to attract and engage potential employees. 

Key benefits of a successful talent acquisition strategy include:

  • Ensures that recruitment efforts are cost-effective and deliver high return on investment
  • Improves recruiter efficiency and streamlines the hiring process
  • Enables sourcing of candidates more likely to be successful in the role
  • Reduces time-to-hire, minimizing prolonged vacancies
  • Improves the ability to attract talent from diverse backgrounds
  • Allows organizations to adapt its workforce to changing market dynamics

This is part of a series of articles about talent management

Talent Acquisition vs. Recruitment: What Is the Difference?

While talent acquisition and recruitment are terms often used interchangeably, they refer to different aspects of the hiring process. 

Recruitment focuses on filling immediate vacancies and is a subset of the broader talent acquisition strategy. It is often a reactive process, initiated in response to an existing need such as a vacated position or increased workload requiring more staff. Recruitment tactics are generally short-term, aimed at quickly attracting candidates to fill specific roles.

Talent acquisition is a strategic approach that involves building relationships, anticipating future hiring needs, and creating a sustainable pipeline of candidates. It is proactive and long-term, focused not only on filling current vacancies but also on planning for future growth and changes within the organization. Talent acquisition includes elements like workforce planning, employer branding, and engagement with potential candidates through various channels over time.

Related content: Read our guide to finding talent

4 Examples of Talent Acquisition Strategies

1. Talent Acquisition with a Social Impact at Bank of America

Bank of America uses a unique talent acquisition strategy by reaching out to community colleges across various states to source entry-level talent. This initiative not only helps the bank access a diverse pool of candidates but also supports the community by providing opportunities to individuals from low- and moderate-income backgrounds. Beyond the specific candidates sourced from colleges, this approach enhances their employer brand and attracts candidates who value social responsibility.

2. Skills-Based Hiring at Bitwise Industries

Bitwise Industries adopts a skills-based hiring approach, focusing on the capabilities and potential of candidates rather than their academic credentials. This method allows them to tap into a broader talent pool, including individuals who might lack formal degrees but possess the necessary skills and potential for success. By prioritizing skills over degrees, the company finds candidates who are a great fit for specific roles, potentially leading to better job performance and more innovative solutions within the team.

3. Streamlining Candidate Experience at Hilti

Hilti, a construction company, has taken significant steps to streamline the candidate experience, which is crucial for maintaining a positive employer brand. They require all individuals involved in recruitment to undergo a day-long training session covering effective interview techniques, assessing candidates against the company’s core values, and understanding the full onboarding process. This training ensures that all candidates receive a consistent, positive experience during their application process.

4. Employer Branding at YNAB

YNAB (You Need A Budget) uses transparency as a main component of its talent acquisition strategy. Their approach includes creating job descriptions that are significantly longer than average, providing in-depth details about the role, a typical day, and what success in the position looks like. This thoroughness helps prospective employees understand the company culture and assess whether they will fit into the organization before they even apply. This sets clear expectations right from the start, which can lead to higher job satisfaction and retention.

9 Tips for Building a Successful Talent Acquisition Strategy 

Here are some recommendations for establishing an effective talent acquisition strategy.

1. Assess Your Current and Future Needs

Analyze your current workforce’s skills, gaps, and potential retirements to align HR strategies with business objectives. This analysis informs immediate and long-term hiring needs and helps in prioritizing roles that are critical to business success.

To predict future needs, consider industry trends, technological changes, and economic forecasts. This approach ensures the workforce is responsive and adaptable to changes. 

2. Build Your Employer Brand

A compelling employer brand is crucial for attracting top talent. Positioning the company as a desirable place to work enhances its visibility and attractiveness among potential candidates. Communicate a clear value proposition that articulates what the company offers and how it stands out from competition. Include career development opportunities, workplace culture, and benefits.

Ongoing marketing efforts, both online and offline, help maintain an employer brand’s presence. Use social media, company websites, and professional networks to share success stories, employee testimonials, and workplace awards. 

3. Leverage Targeted Sourcing

Targeted sourcing involves identifying and attracting candidates from specific talent pools that align closely with the company’s requirements. This can include industry-specific job boards, professional groups, or academic institutions. Effective sourcing requires a strong understanding of where suitable candidates are likely to be engaged online and offline.

Using targeted ads and tailored recruitment messages will increase the likelihood of reaching the most qualified candidates. Engage with potential hires through personalized communication and outreach initiatives to elevate their interest in the openings available at your company.

4. Consider Freelancers and Flexible Work

Incorporating freelancers and offering flexible work arrangements can significantly enhance a company’s talent acquisition strategy. Freelancers bring specialized skills and can be engaged on a project basis, providing flexibility and reducing long-term overhead costs. This approach is particularly beneficial for projects that require niche expertise or have a defined timeline, allowing companies to scale their workforce dynamically based on current needs.

Flexible work options, such as remote work, flexible hours, and part-time positions, also play a crucial role in attracting a diverse talent pool. These arrangements are highly valued by many job seekers, especially those who prioritize work-life balance, such as parents or caregivers. By offering these options, companies can attract candidates who might not otherwise be available due to geographic or time constraints.

5. Establish an Effective Screening Process

An effective screening process is vital to identify the best candidates from a pool of prospects. It should include a mixture of automated and human elements like resume analysis software and face-to-face interviews or structured telephone interviews. 

Designed correctly, the screening process can save time and resources while focusing on the most promising applicants. However, it’s important to ensure that the process aligns with industry best practices and legal standards.

6. Improve the Candidate Experience

A positive candidate experience helps reinforce the employer brand and attract top talent. Ensure that each touchpoint in the application process is user-friendly, from the job advertisement to the final interview and feedback. Quick and transparent communication throughout the hiring process makes a positive impression on candidates.

Additionally, providing constructive feedback, even to those not selected for a position, fosters goodwill and potentially beneficial future interactions with candidates. A positive recruitment experience can also lead the candidates to recommend the company to other skilled professionals.

7. Leverage Data and Analytics

By analyzing data from past hiring cycles, companies can identify trends, predict outcomes, and make informed decisions. Analyzing the sources of the most successful hires can help optimize recruitment channels and budget allocations.

Predictive analytics can forecast recruitment needs based on business growth and turnover rates. This proactive use of data helps in planning and refining recruitment strategies, optimizing hiring for better quality and fit.

8. Implement a Talent Pipeline

A talent pipeline ensures a steady stream of candidates ready to fill future positions, crucial for roles that require niche skills or have high turnover rates. Engage with passive candidates through networking events, professional associations, and social media platforms to nurture relationships and maintain interest in the company.

Additionally, internship and co-op programs can introduce young talent to the company culture and operations, serving as a long-term investment by training potential future employees early in their careers.

9. Leverage Automation

Automation tools streamline various aspects of the recruitment process, from sorting resumes to scheduling interviews. Implementing tools such as Applicant Tracking Systems (ATS) enhances efficiency by automating administrative tasks, allowing recruiters to focus on engaging with candidates personally. 

Freelancer management platforms can help source contractors, onboard them effectively, and manage payments. By implementing freelancer management tools into their process, organizations can significantly expand their available talent pool and improve hiring outcomes.

Related content: Read our guide to talent management strategy

Fiverr Enterprise Can Scale Your Talent Acquisition Strategy

For HR and Talent Acquisition leaders, finding the right talent for your organization is crucial to success. 

When it comes to hiring external talent, Fiverr Enterprise is a Freelancer Management Solution (FMS) that offers an automated and tailored onboarding process. Our sourcing experts match you with ideal candidates, and empower HR and Talent Acquisition leaders to let their hiring managers swiftly hire any expertise, without a negative impact on compliance or retention. 

  • Hire any expertise, fast: Get presented with 5-6 qualified candidates with proven experience in your field, in as little as two business days. 
  • Streamline compliance: Ensure a satisfying and consistent hiring experience, with full legal and tax compliance. 
  • Find committed talent: Whether it’s a short-term project or a long-term commitment, our freelancers are professional, pre-vetted, and ready to go the distance. 
  • Build relationships: Keep your top talent engaged and utilized across the business, with complete visibility to availability and skills. 
  • Reduce costs: At a fraction of the prices of staffing agencies, you can replace outdated hiring practices and channels with on-demand access to a vast talent pool.