Filling vacant positions at your company can be a challenge, especially for the manufacturing industry. You may need to change your talent acquisition methods in the post-pandemic era if you hope to find the right, long-term fit. But there’s no need to reinvent the wheel—you can attract talent to your company simply by tapping into the knowledge hidden in your Human Resources department.
How Does HR Differ from Talent Acquisition?
In smaller companies, HR and talent acquisition may be handled by the same department. However, the terms are not interchangeable. HR is concerned with the internal dynamics of existing employees. The Human Resources team is likely to handle important tasks, such as job interviews, onboarding, performance reviews, and employee compensation.
Talent acquisition, on the other hand, is purely about bringing new employees into the organization. This front-facing process involves analyzing the market, targeting and attracting talent, and screening potential candidates.
How HR Can Optimize Talent Acquisition
Understand Your Audience
While the talent acquisition team actively searches for candidates, it’s HR that knows what qualities to look for. This department understands:
- The details of this vacancy, including how well the previous person filled the role and managed their workload.
- Which soft skill will promote the best match—leadership, hard worker, or team player.
- The career path employees are starting down when they accept a job offer.
Establish Company Culture
While candidates want to apply for positions they feel qualified for, company culture tends to be even more important. Mission statements, core values, and philosophies should be obvious to potential candidates from the get-go.
That’s why referencing culture in job postings and promotional materials is so important. HR can instruct the talent acquisition team to convey a laidback and humorous culture, a serious and work-focused one, or anything in between.
Work on Company Branding
Branding is closely related to culture. It helps a company stand out from the competition and convinces talent to work for one employer over another. The HR team should have intrinsic knowledge of company branding because the department’s responsibilities are directly tied to how the organization works and why. The talent acquisition team can tap into this knowledge to optimize hiring materials so the company’s brand messaging rings loud and clear.
Be Active Online
Job seekers often visit company websites and social media pages. HR should monitor these sites, working closely with Marketing to ensure your company is replying to reviews and engaging with comments to create healthy online activity that attracts candidates. HR is also well-positioned to ask employees to post about working for their employer on social media, with mentions and hashtags leading back to the company’s page. This increases authenticity and fosters a culture of open communication.
Acquire Talent with Progressive Reliability
When it comes to understanding your company’s philosophy and culture, HR knows best. Combine this knowledge with services from Progressive Reliability, and you have the perfect recipe for success.
Progressive Reliability is a talent acquisition and management company determined to provide high-quality hiring experiences for employers and talent alike in the manufacturing and reliability space. Our emphasis on quality over quantity ensures we pair the right person with the right job, increasing loyalty and lowering turnover in the workplace. To experience an easier way of hiring, please contact us online or call us at 833-758-0070. Let us do the heavy lifting for you!