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Finding Great Talent

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Great talent is hard to find. The recent global recession has only exacerbated the situation. And while this talent has been riding out the labor market Ice Age in an office or a cubicle somewhere, technology and the internet have been changing the work environment at a dizzying pace, and making the job of sourcing talent more complex, turbulent and inconsistent than ever before.

Here’s what you must know in order to stay relevant and keep your talent pipeline brimming.

A-level talent is already plugged into new technology. They are savvy and comfortable with using online job-search resources and are occupationally mobile. They are the antithesis to traditional labor concepts. And as you read this article, they are already roving the internet, tapping colleagues and looking for new opportunities.

So how do you find and acquire them? The simple answer is: Get on the internet. But the true answer is deeper and messier than that. You are going to have to fully commit to plugging into technology and the internet to source great talent. In addition to technology – people in general have changed.  They want personalized experiences in their job search, faster and easier methods to apply, efficient means of displaying their skills, and constant communication throughout the process. In order to find great talent, you must be engaged and active in all of these tactics and opportunities simultaneously, around the clock. And let’s be honest, if you had the time, money, resources and know-how to do this, you would already be doing it. Maybe you’ve tried some of these tactics to no avail. But chances are you need help.

By engaging these new mediums and tactics to source A-level talent along with the tried and true recruiting fundamentals, you will build the visibility and credibility of your brand. And when you do that, the tables are turned: A-level talent comes looking for you.

People also need to consider how they can best add value. The complexity of the recruitment landscape means becoming bogged down in transactional tasks, at the expense of more strategic priorities – acquiring A-level talent.
As a result, people and companies are shifting their focus to outsourcing the talent acquisition function as they realize they cannot (and should not) be all things to all people.

Outsourcing some of the functionality can free time and resources for people to start to look at how they are meeting more important and strategic goals. You need a partner who’s plugged into understanding your industry landscape, the competencies a candidate must have to succeed in delivering your projects, and the quickest and cheapest way to beating your competitors to the best talent.

Archability is that partner.

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