Category: Recruitment

This article will go over everything you need to know about hiring the best hospitality job candidates.

This article will go over the various reasons for developing a talent pipeline, where to look for qualified candidates, and how to make your company appealing to top tech prospects. Learn more here.

Recruitment marketing is the promotional and communication process of your employer’s brand and value using methodologies, analytics, and multi-channel platforms to attract, engage, and nurture target candidates. Learn more here.

A good recruitment strategy and recruitment process to attract candidates with top talent for your company requires wit, diligence, and commitment. It also enables you to root out unqualified candidates. Here is a guide on recruitment strategies to help you get top talent for open positions in your organization.

he following hiring strategies will enable you to get the right candidates and hire the best staff during your recruitment process.

Here are the top 10 healthcare recruitment strategies that will enable a successful hiring process, create an excellent impression of your organization, and hire the best healthcare professionals.

Your organization needs top talent, and so you might place job ads from your Tampa office. But merely placing these ads is the first step of the journey. Indeed, some might say this is not the first step but prep work for a long journey ahead. Finding top talent will help your organization transcend to new heights, but the journey is quite arduous. It will come with many challenges in candidate screening, creating candidate pipelines, and finally, conducting the selection process.

If you are looking to optimize your search results in Tampa, FL, and surrounding areas, make sure to work with an effective firm like the Velocity Resource Group in Tampa, FL today. We use several sourcing channels, a human touch, effective data mining, and more in Tampa, FL, to present exactly what you need in the hiring process.

The Need for a Single Vision and More Streamlined Human Resources Process in Tampa, FL

For every job opportunity published, there are over one hundred candidates available. Although the more, the merrier seems plausible; it’s a barrier to recruiters as sourcing the most qualified candidate becomes difficult. Choosing one from a thousand applicants is tedious, pointless, time-draining, and often leaves you choosing the wrong applicant.

This can be an issue for hiring managers and the general talent acquisition process. At the same time, it will certainly have knock-on effects within the organization as less qualified candidates can slowly lower the overall caliber of the organization.

To check your boxes faster, here are some of the most trusted ways thousands of recruiters have used when sourcing the best candidates—you should too. If you are looking for more assistance in candidate sourcing and talent acquisition, reach out to the Velocity Resource Group.

Our clients reach out to our help with their recruitment process and bring about talented candidates. They rely on our trusted sourcing process that includes sourcing, qualification, and vetting the client before presenting quality candidates to your firm.

We work with active and passive candidates to present superior candidate experience and provide effective candidate sourcing.

Candidate Sourcing for Qualified Talent

What are the different tactics or plans you should use when improving your hiring process in Tampa, FL? Here are a few steps to obtaining top talent.

Plan your strategy for sourcing candidates

Before any outsourcing steps or execution is done, create a plan by identifying the candidates you are looking for before starting your search. Here are a few tips for doing so:

i) Analyze job requirements

Check out everything you may require for the positions you are sourcing candidates for. This will help you streamline your search for certain skills and qualities that prospective candidates may have.

ii) Build your candidate persona 

This is done by creating a persona that fits the requirements you have in mind, then checking to see if your prospective candidates fit the persona that you have created.

iii) Make sure you have considered all relevant job titles then, create and search strings

Choose the titles, skills, experience, locations, and terms to include (or exclude) in your search string.

Start your search with your database

What database? You may think. There is a huge mine of untapped potential that you may not be aware of in the form of candidates from previous recruitment exercises. Sure, these candidates did not meet the cut for the jobs they applied for, but it does not mean that a certain percentage of them are not good fits for other positions in your company. 

You have to look over their files and contact them for an interview, thereby saving time, effort, and money. 

Be careful when judging social profiles and resumes.

It is easy to be very judgmental when looking at candidates’ social profiles and resumes. Some of these supposed unqualified candidates, passive candidates, do not regularly update their resumes or work profiles, which allows you to miss out on sourcing these gems.

Fortunately, you can use your knowledge and experience to glean insights from the social profiles of passive candidates. Here’s an example of how this would work:

From your experience, you know that a typical VP Sales candidate with 3 years of work experience has certain skills. We know that responsibilities develop further as one progresses within a specific industry; as such, we can glean that the individual should have certain skills that employers desire. While this candidate you have just found may not have those skills listed on their profile, they likely have all or most skills that would make them a good fit for the position.

Go beyond basic searches.

Stop using generic or basic terms to search for these candidates. Go deeper by including words that describe the candidate’s responsibilities in your searches. It will bring out better options and better candidates. A recruiter at the Velocity Group will want to understand the quality level of the talent, pore through qualifications, and understand other activities, expertise, and more to obtain more qualified candidates.

Use the right technology.

Using the right technology can help identify the right candidate, manage the database of candidates you have and even help you source those candidates.

Build a sourcing pipeline in Tampa

When sourcing candidates, don’t overlook every candidate who is not a good fit for the role you are recruiting candidates for. Keep an eye out for candidates that would match your future hiring roles. Such candidates probably match your ideal candidate personas but fall short due to some circumstances such as lack of adequate experience or no opening for their position in your company.

Create a relationship with these candidates so that you can add them to your sourcing pipeline; hence, you can pick them out when you need them.

Work with the Velocity Resource Group for Effective Sourcing in Your Industry

Too stressful? A better way?

All these processes for a candidate? The tips mentioned above are what most recruiters use in sourcing the best candidates, but more effective recruiters will be more comprehensive. This means you no longer have to pass through the long process of searching, selecting, and interviewing when another can perform all. The ideal partner will help you move forward without the above stress and eventually present you with the ideal candidate.

At Velocity Resource Group, we are the better way. We source for your ideal candidates by identifying the exact categories of candidates—we do this by creating a list of potential candidates in a database. We collate the database and scrutinize the best from the rest. These selected individuals are the chosen candidates that fit exactly your requirements.

We collate the qualified candidates and present them to you, highlighting their strengths without leaving their corresponding weaknesses. Our team will allow you to choose from this list and proffer advice on which candidate is ideal.

In essence, we will source the candidate, we will qualify the candidate, and finally, we will present the shortlist of candidates for you to hire. We are there for you when you have a limited time, a limited budget, and a limited talent pool. Our goal is to make sure we offer qualified, available, and interested candidates quickly.

Contact us today for your recruiting and talent needs in your industry.

Talent acquisition is a term widely used in job recruitment circles. It is the process by which companies seek out and employ individuals who have the skills and mindset to meet the needs of their organization. 

Talent acquisition is not the same as job recruitment, although the terms are often used interchangeably. 

Recruitment is merely just about filling vacancies. Talent acquisition, on the other hand, is much broader, going beyond just filling vacant positions. It’s an intricate process that entails future resource planning and allocation to prioritize the diversification of its labor force. 

How Talent Acquisition Works

Talent acquisition specialists identify, assess and employ candidates to create a robust talent pipeline. They utilize a series of strategies that help key decision-makers and managers determine valuable talent.

These specialists may come from a company’s HR organization or a candidate sourcing company. However, the work process cuts across regardless. Let’s walk you through the key stages of a talent acquisition exercise.

Generating Leads

The first step in the talent acquisition process is lead generation. This proactive recruitment approach targets potential candidates by getting them interested in open positions at the company. In simple terms, you generate their interest so that they can consider you as a suitable hiring manager. Job ads and a job alert are a few ways we use to generate leads by combining relevance and employer bids.

Attracting the Best Candidates

At this juncture, the talent acquisition team focuses on the company’s recruitment initiatives and values, identifying candidates most suitable to the company brand and the employer’s needs. 

Candidates also get to learn about the company culture, business strategy, and the products and financial services it offers in the market. They also learn about competitors and how the company differentiates itself as unique.

Interviewing And Assessing Candidates

Once qualified candidates have applied and the best candidates are identified, interviews and assessments can begin. The competency of candidates is tested by a senior talent acquisition specialist at this stage of the process. 

Do they have the skills to be helpful to the company? If not, can they learn them? Can they work with others to achieve the company goals? Will they be a good fit in the workplace dynamic, or would they disrupt the flow? Do they fit the job description?

This part of the talent acquisition process is quite intensive as the employer needs to be sure that they are going after the right people. 

Evaluating Candidate References

Evaluating references is a crucial part of the pre-employment screening. It’s a reliable way to discover strengths and weaknesses, leadership ability, managerial skills, and even the personality of the jobseekers. It always helps to gather any useful information about the qualified applicants.

Selecting The Best Candidates

Selection should never be a rushed process. At this stage in the talent acquisition process, the team chooses candidates they feel have the most outstanding aptitude for employment by that company or organization. Sometimes there is a second round of interviews, assessments, and evaluations before the best candidates get selected.

Hiring and Onboarding

Once the best candidates are selected, they are formally hired, and the process of onboarding begins. Onboarding gives new employees the resources and information they need to become productive at the workplace. They get integrated into the culture and vision of the organization so they can understand their role in the company.

Some Tips For More Effective Talent Acquisition Jobs

Good communication, having a clear goal in mind, and working together to achieve it are just some of the most basic ways to improve talent acquisition. When the team knows exactly what they want and how to get it, the process works much better, and the quality of candidates absorbed by the company is much higher. 

That said, here are some more tips to improve the talent acquisition process:

Don’t Be Too Rigid

Candidates should not get evaluated on skills and experience alone. While these are essential factors, sometimes candidates should be assessed more on their potential than their achievements. 

Most candidates who perform poorly at the workplace do so not because of a lack of knowledge or experience (one can always learn these with time), but rather a lack of aptitude to do the job. Focusing on hard skills as the main criteria for long-term employment is an outdated way of thinking.

Take Your Time

Rushing things makes for a shoddy process, opening the door to mistakes which end with the recruitment of poor-quality candidates.  

You do not want to cut corners with talent acquisition as it can compromise the pool of candidates. It’s much better to take your time scrutinizing individuals rather than rushing through the process to save money or time. Employing the right people saves the organization more resources in the future than shortcuts ever will.

Practice Effective Collaboration

Talent acquisition specialists work as a team, so collaboration is vital between specialists and the company’s HR department. Remember that talent acquisition is not about filling vacant positions but finding individuals that will fit into the mold of the company brand and culture for the long term. 

You must align the goals of your team together with that of the organization.

Come Up With a Pipeline for Candidates

Organizations have different cultures and approaches to how they conduct their business. This means that they have different ways of sourcing talent. But every candidate sourcing company should have a strategy aimed at producing the best candidates for the organization. There’s nothing wrong with a bit of spontaneity, but making things up as you go along is something you must avoid at all costs.

Hire a Suitable Talent Acquisition Partner Today

Talent acquisition is an intensive process involving several aspects. While some larger companies have in-house talent acquisition specialists, this is not the case for everyone. In such a scenario, it is prudent to seek the services of a candidate sourcing company like Velocity Resource Group to help your organization get the best available candidates. 

At Velocity Resource Group, we use highly effective hiring strategies to help our clients find the best talent available. We have set a high standard for ourselves by observing high compliance in our corporate hiring initiatives and employer branding practices. 

Most importantly, our talent acquisition specialist will work hard to understand the organization’s needs to identify the best possible candidates from the get-go.  Get in touch with us by giving us a call on 813-586-1700, so we become your talent acquisition partner today can help you to assess, interview, track, and recruit potential job candidates for your company.

If you’re in charge of making your company’s hiring decisions, you must know how important a good candidate sourcing strategy is. Having the right talent in the company is integral to its growth and success. As a recruitment decision-maker, it is your job to make sure all the available positions in the company are filled with qualified candidates in good time.

That said, getting good candidates to fill vacancies in your organization is not usually easy or time-efficient. That’s why you need what is known as a talent pipeline. 

What Is a Talent Pipeline? 

It is a carefully chosen pool of potential new hires that a company has in anticipation of future positions or roles. Simply put, it’s a list of actively and passively searching candidates who you’ve already examined and qualified as fit for particular positions. Think of it as a waiting list where candidates wait for vacancies to arise before they’re hired. 

Why Do Companies Need Talent Pipeline? 

So, why do you need a sustainable talent pipeline rather than just hiring employees when the actual vacancies come up? Well, there are a couple of benefits of developing and maintaining a talent pipeline. Some of these include:

Saves You Time When Hiring

Perhaps the most significant benefit of having it is just how fast you can get vacancies filled. That’s because you’ll already have done most of the searching and assessment beforehand. So, when it’s time to hire, you’ll only need to confirm candidate availability and put together an offer. 

Allows You to Cast a Wider Net 

Building a talent pipeline is a comprehensive process that involves sourcing potential hires from multiple sources so that you can create a stronger, diverse, and highly-qualified workforce.

Gives You the Best Chance of Hiring Top Candidates 

Having a talent pipeline also helps you avoid the last-minute rush to fill vacancies. It will protect you from making rushed, poorly informed hiring decisions. 

Promotes Positive Candidate Experience

The engagement, nurturing process, and hands-on nature of a talent pipeline help provide a better experience for the candidates. This way, the potential hires will better understand the role’s requirements, engage with you on their terms, and have a generally positive outlook of the company. So, it gets you ahead of local employers.

How to Build a Strong and Effective Talent Pipeline in Tampa, FL

Building a talent pipeline strategy for your company is pretty straightforward. Here are five key steps you should follow: 

Assess the Company’s Current and Future Needs

The first step of creating a talent pipeline is to figure out the organization’s current and foreseeable talent needs. You can do this by looking at the company’s short-term and long-term goals and assessing the roles and skills that are likely to arise.

For example, if your company is planning to open a new branch next year, you need to figure out in advance what roles you think will need filling. You can also check if there is a skills gap that may prompt hiring soon. 

Identify Your Talent Sources

The next step is figuring out your talent sources. Talent sources are the channels you use to get candidates. Here are some of the talent sources you can consider:

• Referrals from existing employees
• Your website’s career page
• Social networks such as LinkedIn
• Networking events in Tampa Bay
• Recruitment databases like career source

Develop a Talent Persona

The next step in creating an excellent talent pipeline strategy is to build a talent persona. A talent persona is a description of the ideal candidate for a particular role. To do this, you will need to conduct a comprehensive technical and job fitment analysis. This means that you will need to assess the fitment of your talent pool for the jobs you are offering. The ideal candidate should possess both the technical skills, professional experience, and personality traits matching the vacancy and your company.

If you want to go beyond the conventional matching of candidate resumes with available vacancies, consider a detailed approach by ensuring that your sourcing strategy factors in the more technical aspects.  Examples of these technological aspects include:

• frequency of keywords
• keyword relevancy matching
• geocode location mapping
• among other means of analysis

You can leverage advanced algorithms to map candidates’ personality traits to job descriptions to identify applicant fitment in team engagement, resilience, and work-from-home abilities. The idea is to develop a detailed talent persona to ensure that you match your candidates with jobs that they are best suited for both professionally and in terms of personality.

Reach Out to Qualified Candidates in Tampa, FL

Once you’re done with creating a candidate persona, it’s time to connect with qualified candidates. Whether on social media, in-person, or portfolio websites, make sure you initiate communication with prospective talent, even if they’re not actively searching. This initial contact is about getting the candidates’ attention seeing as they might never have heard about your company before.

That said, you want to limit your contact to candidates you feel can bridge your company’s skills gap. 

Invest in Workforce Development 

To create an effective talent pipeline strategy, you need to think beyond simply sourcing candidates. After hiring applicants from within the pipeline, it is best to ensure that you nurture them continually via relevant training programs. 

When you invest in talent development, you equip your employees with the knowledge to ensure the company runs smoothly. Besides, training your workers motivates them to perform better and contributes to employee retention by enhancing engagement and satisfaction.

Want to Build or Expand Your Talent Pipeline? We Source and Qualify the Right Candidates for You!

If you don’t have the talent pipeline, you’ve come to the right place. Velocity Resource Group is your answer to all your candidate sourcing troubles in Tampa, Florida. 

We save hiring managers the time, energy, and expenses associated with hiring the wrong candidates by creating valuable talent pipelines for them. Our professional talent pipeline management team is ready to help you source qualified candidates even if you have limited time, budget, or tools. 

Feel free to give us a call today on 813-586-1700, so we can discuss more on your talent pipeline strategy.