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Talent Access

Talent Access Strategies from Leading Search Firms Across the Globe

August 26, 2021 ──── MRINetwork
Executive Search, Leadership, Recruiting Best Practices

Talent Access Strategies from Leading Search Firms Across the Globe

Talent Access Strategies from Leading Search Firms Across the Globe
The world of work is changing rapidly. Over the past decade, geographic borders and time zones have slipped away. Today’s workforce is global, connected, and always on. As corporate ladders and hierarchies fall by the wayside, companies are flatter and more diverse. There’s a growing demand and appreciation for diverse teams, skill sets, work styles, and perspectives. Add in social media and a post-pandemic recovery, and the world is indeed a complex place.

Challenges to Accessing the Best Talent

A perfect storm of economic, social, and technological factors have made it increasingly difficult to find great people. Tenures are shorter, career paths more haphazard, and loyalty has been waning for quite some time. In the midst of the pandemic and economic recovery, we’re navigating challenges that few of us have experienced before.

David Kushan, President of Healthcare IS, points to the gig economy, widening skills gaps, and non-traditional companies as persistent challenges. With companies such as Amazon and Walmart, he says “healthcare systems are no longer competing solely with other healthcare systems for talent.”

Relocation is also problematic, as real estate prices soar. Michael Muczyk, Managing Partner at industrial recruiting firm Connor | Caitlin Talent Solutions, has candidates who are willing to relocate, but can’t find affordable housing. With an increased preference for remote work, it only makes onsite positions more difficult to fill.

At Talent Partners Limited, Founder and Managing Director Stephen Kennedy notes that it can be challenging to attract candidates in a noisy marketplace. While social media platforms such as LinkedIn have made it easier to connect with talent, it’s also flooded candidates with calls and messages that aren’t relevant to them.

Talent Access Solutions for Today’s Workforce

Old models of engagement aren’t working, and those who rely on outdated methods find they’re falling further behind. In addition to evolving business needs, technologies, and expectations, industry experts say other elements are making good candidates more difficult to find.

Within the MRINetwork, experts are implementing new and different strategies in order to reach talent more efficiently and effectively. With a new approach and mindset, recruiters are better positioned to widen the candidate pool, build ongoing relationships, and deliver more value to clients and candidates. We’ve gathered a few talent access approaches here, to consider for your own business. Log in to access more tools and training as an MRINetwork member.

1. Leverage Recruiting Partnerships

Partnerships with other recruiters or firms around the globe let you augment your expertise and connections. At Connor | Caitlin, some of their best key accounts have come from introductions benefiting both parties. In the midst of the pandemic, the recruiting firm had many domestic and international splits. As Muczyk says, “Our clients know that we’re able to conduct searches throughout the world. While we may not specialize in IT or finance, we do have partner offices in the MRINetwork which do.”

2. Evolve Your Service Offerings

The most successful talent access firms can respond to many different business challenges. At Connor | Caitlin, they take pride in being able to meet ever-changing needs. In addition to search services and partnerships with other recruiting firms, they also offer staffing capabilities such as succession planning, performance management consulting, compensation analysis, and a Predictive Index tool. Muczyk estimates that 30 to 40 percent of the firm’s annual revenue will come from non-search services, offerings which frequently lead back to a search at some point.

Kushan has also seen success adding and adjusting capabilities, in order to meet client needs and market demands. When the housing market crash prevented candidates from selling their homes to relocate, Healthcare IS shifted their focus to contract staffing. Under a contract staffing model, the firm was able to locate candidates who were willing to travel to client locations each week, thus eliminating the need for relocation moves.

3. Finetune Your Recruiting Process

As companies are pressed to do more with less, and candidates juggle competing demands, search firms that optimize the hiring experience will gain the advantage. Talent Partners Limited is seeing a massive focus on data, and has invested in bringing valuable trends and data insights to light to share with clients about the assignments they’re working on. Healthcare IS is simplifying their process by filtering information down to one page of information. In doing so, they’re able to keep messaging high-level and consistent, to make good use of clients’ and candidates’ time.

4. Build Your Brand

Recruiters who focus on growing their brands can drive significant growth. More than your logo or mission statement, your brand is people’s perceptions of your goods and services. It’s how you make them feel, and how you deliver consistently on your company’s promise. 

At Connor | Caitlin, they write and create content to share in trade magazines. They also build their brand through their website, conversations, service delivery, social media, and more. With branding, it’s important to play to your strengths. If you aren’t the best writer, you can always use video or podcasts to share your expertise. Recruiters who are still developing industry expertise can focus on guiding candidates through the job search process.

Preparing for the Future of Talent Access, Today

How can recruiters help clients find talent in ever-changing environments? Kushan recommends working with clients to foster a strategic, proactive approach. As he says, “Leaders have to identify areas in which hiring is a strategic initiative. Since hiring is not a one-size-fits-all approach, the workflows for these areas must be designed from scratch for each market of interest.” 

Muczyk also believes changing times can help companies open up to a new approach. He’s had success coaching some clients in reducing their pain points through a more flexible workforce. Talent Partners Limited is leveraging video interviews for clients, and has found it a simple, yet effective way to deliver a better experience. As workforce changes continue, recruiting firms that help clients think differently about talent access will find it easier to navigate the twists and turns.

Need more connections, training, and support? Join more than 300 talent access firms around the globe, by becoming an MRINetwork member.