What prompts a pivot in talent acquisition strategy?

What prompts a pivot in talent acquisition strategy?

When the unexpected demands a swift change in talent acquisition strategies, we've gathered insights from top professionals including Executive Search Recruiters and CEOs. From pivoting to passive candidate outreach to shifting focus to trainable talent recruitment, explore the dynamic responses of four experts on adapting their strategies in the face of change.

• Pivoted to Passive Candidate Outreach
• Embraced Remote Workforce
• Agile Strategy for Expertise Gaps
• Shifted to Trainable Talent Recruitment

Pivoted to Passive Candidate Outreach

The job market is ever-changing, and being flexible enough to pivot is key. One time, I was not receiving the response that I wanted from posting a role, so I had to pivot to outreach only. The role was very specific, and the right fit for the position was more of a passive job seeker, not someone who was necessarily applying online to postings. I was able to find and engage the right fit, and we had the position filled within 30 days.

Embraced Remote Workforce

As a recruiter, I've been in this position alongside HR many times, and lately it seems like the shift is always prompted by one thing: a delayed acceptance of remote work.

So many companies are determined to begin their hunt with local talent. But in a globalized, increasingly virtual world, it's unlikely you'll find the right worker this way.

Only once we've gone through a list of so-so potential candidates are companies willing to adjust their strategy, and by then, we've wasted time, energy, and money.

The next time they need to hire, they're far more likely to be open to remote workers from the get-go.

Agile Strategy for Expertise Gaps

As the CEO of Startup House, I recall a time when we had to swiftly pivot our talent acquisition strategy. We were in the midst of a major project and realized that our current team lacked the necessary expertise to deliver the desired results. It was a moment of panic, but we quickly regrouped and decided to explore alternative options.

We reached out to our network, attended industry events, and even tapped into online communities to find the right talent. This change was prompted by our commitment to delivering exceptional results and our willingness to adapt to unforeseen challenges. In the end, our quick pivot paid off, as we were able to bring in the right talent and successfully complete the project.

This experience taught us the importance of being agile and proactive in talent acquisition, as it can make all the difference in achieving business goals.

Shifted to Trainable Talent Recruitment

There was a significant instance when we had to pivot our talent acquisition strategy swiftly. We were in the midst of a rapid expansion phase, initially focusing on hiring experienced professionals with well-established track records in digital marketing. However, this approach hit a roadblock due to the highly competitive market for such talent, coupled with the urgent need to scale our team.

The prompt for change came from the realization that our existing strategy was not sustainable in the current market conditions. We were facing longer hiring cycles and increased costs, which were hindering our growth plans. This led us to shift our strategy toward hiring less experienced, but highly motivated and trainable individuals.

We started collaborating with universities and coding boot camps, offering internships and junior positions. This pivot allowed us to tap into a pool of enthusiastic talent eager to learn and grow. We focused on providing intensive training and mentorship programs to bring these individuals up to speed.

This strategic shift not only eased our talent acquisition challenges but also brought fresh perspectives into our team. It fostered a learning culture within the organization, with more experienced team members taking on mentorship roles.