Letter to the editor: Time to rethink talent acquisition strategies
Your October 26th article about the toll COVID-19 is taking on global talent acquisition echoes what’s happening in Northeast Ohio. The study cited raised some interesting points. But it’s important to also think about what companies can do now to “rethink their talent acquisition strategies.”
The study stated that “More than 60% of those surveyed reported that their top priority is filling open positions quickly.” We’re seeing that, too, and it’s presenting a challenge. Since May, we’ve seen companies steadily searching for replacement employees at two different levels: entry-level and professional level. And they’re having difficulty finding people to fill these existing positions.
Faced with this difficulty, companies are turning to recruiters for help. As the pace of business continues to pick up, it’s going to be a battle to get the right people into your organization. This could turn into an opportunity to bring new, higher-level talent on board. People not content with how their company performed during a stressful time may be looking for new opportunities. Or, after experiencing the stress of the COVID economy, companies may decide they need stronger team players, and this is a good time to build that team. We’re seeing lots of hiring going on, with the common theme being hard to fill entry-level positions. This in itself may be an argument for outsourcing the recruiting function. After all, if you are going to post a position, you better be ready to act immediately because applicants have so many more opportunities.
We’ve also seen companies who had laid off internal talent acquisition teams due to COVID begin to slowly rebuild their teams to support massive hiring. But employers don’t know for sure what the future will look like – so they’re proceeding cautiously and supplementing with outsourced recruitment. There is stiff competition for talent. What companies need to do now is position themselves in the market to be able to secure the talent for the future. So whether they turn to a recruiter for help or build an internal recruitment team, they need to prepare now for when the pace picks up. If you’re not doing it now, your competition is.
Mark D’Agostino is president and founder of ConnectedHR in Cleveland.