Pandemic or not, ‘in-demand talent’ are the people who are in jobs, not in the market, don’t care about your job descriptions, and need to be nurtured in a different way, sometimes over a number of years if you want a constant stream of hires. The most in-demand skills can be determined by looking at skills that are in high demand relative to their supply. Here are a few examples:
- Data Scientists
- Software Engineers
- Business Analysts
- Sales Advisors
- Tax Associates
- UX Design
As the market is becoming more and more competitive, now is a good time to be proactive. Failing to plan can be costly and waiting until you are in need of in-demand talent can mean paying more and lowering your standards.
Post and pray
With so many companies competing for the best talent out there, it makes it difficult to attract and retain the best candidates. Many recruiters are sharing a job description on as many job sites as possible and hoping quality candidates will land in their inbox. The post and pray method is incredibly passive, but still an approach that many organisations choose to take.
Posting and praying is a fallback for recruiters who haven’t invested the time in getting to know where people are, what they want, and how to get them interested. Unfortunately, in most situations, the best candidate is not looking at your careers page or actively looking for a new job. They might not even know that the opportunity exists. Sitting and waiting for in-demand talent to apply is not effective. They do not care about your job description and attracting in-demand talent requires a different approach.
So how do you attract in-demand talent?
Technology plays a major role and many platforms have made it easier to identify top-class candidates. Many companies are enhancing their recruiting teams by adding specialists dedicated to talent analytics, recruitment marketing, and recruitment tech. But with so many other recruiters going after that same talent, the real challenge will be standing out from the crowd and truly engaging with passive candidates. The focus should be on bringing them into the funnel. That’s where taking them on a personalised journey can make the difference.
Talent pipeline automation is your answer. It is a method for nurturing the people you may want to hire now or in the future, which will generate between 20 and 50% more hires for each of your recruiters.
Talent pipeline software lets you go about your business as normal, but the difference is, every message that is sent to a candidate is loaded with technology which gives constant clues about which candidates to prioritise speaking to, those who are hire-ready.
Recruiters and HR teams need to fill a lot of jobs and in doing so, they pay whatever they need to, to buy speed. But in truth, this is an addiction and there’s a much more sustainable way to acquire speed; that’s automating the build and nurture of talent pipelines.
Your candidate data cost $millions to generate. Make sure it’s a living, breathing ecosystem. Make sure your own talent pipelines are the first place you go to hire ‘in-demand talent’.
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