How can you create a talent acquisition plan that attracts top performers?

A talent acquisition plan is a calculated strategy for finding, luring, and employing the most qualified applicants for the positions that need to be filled in your company. It can assist you in matching your hiring objectives with your company's mission and vision, developing a strong employer brand and reputation, cutting down on hiring expenses and turnaround times, increasing employee engagement and retention, and improving the quality and variety of your talent pool. To create a talent acquisition plan that attracts top performers, you need to follow these steps: • Identify the gaps and talents you require. • Establish clear objectives and KPIs for your talent acquisition. • Specify your approach and methods for acquiring talent.

First off you must pay a competitive salary. Secondly you must have managers who recognize the high performers and treat them in the right fashion. Third give your high performers the opportunity to move up within your organization.

We need to focus on crafting suitable job descriptions that highlight challenging opportunities, emphasize a positive company culture, and showcase career growth potential. Additionally, leverage diverse recruitment channels, including social media and professional networks, to reach a broad audience. Furthermore, offer competitive compensation packages and benefits, demonstrating a commitment to employee well-being. Lastly, maintain a strong employer brand by highlighting achievements and reinforcing the company as an attractive destination for top talent.

1. You sit down at the end off the previous year with the senior leadership team to discuss the needs for the following year. 2. You then map out a plan based on the business needs for the upcoming year with timelines and confirm with hiring managers. 3. You anticipate normal turnover and take that into account. By doing these steps you will be prepared.

One of the primary focue area of creating a talent acquisition plan is you need to understand the purpose of the role then create a competency based job description that includes clear KPI's and KRA's for the same. The role which you advertise shoud outline the purpose, vision and culture of the organization, Most importantly use appropriate channels to leverage the talent

I believe it’s important to be different to other employers when it comes to marketing and social media strategy. Don’t reiterate the same messages that every other employer does - using buzzwords, standard slogans and empty promises. It’s important to be transparent and open from the outset, illustrating that you are aware of which areas you thrive in and that you don’t propose to be a unicorn employer who is the best at everything (everyone knows this does not exist). It is important to show yourself as an employer who both communicates and listens effectively to their employees and comes cross “down to earth” rather than far removed from its workforce and their needs.

Your brand is strengthened when you don't just say what your company culture and workplace is but you actually put the policies and programs in place to make it a reality not just a vision. Disingenuous DEI is real in many workplaces. Employers add a paragraph on inclusiveness to their job postings and websites but few follow through with real actions to change their workplace culture to be inclusive. High turnover rates can result. So it is not enough to recruit the best but you must ensure the brand you are selling candidates is actually real. Recent research shows that candidates in the 2SLGBTQIA+ community checkout an employer's reputation in the queer community for workplace culture and psychological safety before taking a job offer.

Creating a talent acquisition plan that attracts top performers involves several key steps: 1. Define Your Ideal Candidate Profile 2. Craft Compelling Job Descriptions 3. Utilize Multiple Sourcing Channels 4. Employ Employer Branding 5. Implement Employee Referral Programs 6. Offer Competitive Compensation and Benefits 7. Streamline the Application Process 8. Provide a Positive Candidate Experience 9. Conduct Thorough Interviews 10. Invest in Continuous Learning and Development By following these steps and continuously refining your approach based on feedback and results, you can develop a talent acquisition plan that consistently attracts top performers to your organization.

Do we actually need a plan to attract top performers? Or should we actually hire a performer, invest in that individual, groom them and make them a top performer?

The Talent Acquisition team is actively engaged in the comprehensive evaluation of candidates, with the objective of making smart decisions on whom to invite for subsequent interviews and extend a job offer. This primary process is instrumental in guaranteeing that the chosen candidates seamlessly match the organization's prerequisites and values, fostering a flourishing and high-achieving workforce. Factors to evaluate at the time Screening and accessing. • Relevant Experience • Required mandate skills. • Career progression • Job Tenure • Fitment to the existing Open position • Gap in Employment or Education • Location and Relocation • Current CTC • Communication skills • Cultural fit

In my experience, the best new hires have an accompanying onboarding plan - key to quickly learning their new role, and acclimating to the new environment & team, while simultaneously working towards achieving both short and near-term goals. The best plans that I’ve seen are the ones where the new hire has led and co-owned the plan, bringing their past experiences and perspective and increasing accountability in those first few critical months. Onboarding plans are both tactical & and strategic; the most effective ones goal set by days or months with a view on how specifically Months 7-12 differ from Months 1-6 and identifying Year 2 strategic goals, based on Year 1 learning & and performance.

- Always remember, top performers, especially in emerging technologies, are rare and scattered. Be flexible. - Is the candidate a strategic, tactical, or operational person? Imposing unsuitable assessments on candidates with different skillsets is not fair. ´- Consider the hiring as a partnership, instead of just hiring. Top performers usually look forward to collaborating with the hiring organization, not just being hired. They have a strong desire for career growth. - Authority is crucial. It is not useful to hire smart people and then only ask them to do what "you think is right," instead of listening to their ideas and experiences. Give them time and ask them how their knowledge can be integrated into your organization.