Samuli Salonen

There are 4 key components that talent acquisition teams should focus on:

✅ Recruitments – quite a no-brainer. Working closely with hiring managers and the business to fill the urgent hiring needs. Too many companies stay in this ad-hoc mode all the time, and if you don't focus on the 3 other things, your talent acquisition will most likely be a growth bottleneck for your business.

✅ Building talent pipelines - you should identify what kind of talents you will be hiring in the future. For, if you know that you will hire many salespeople in the upcoming years, you should start building relationships with them, have intro calls, nurture them, etc. The goal is that when you can actually hire, you can hire people who know your company, get them hired faster, and do it cheaper.

✅ Build your employer brand. Imagine this: You decide to change your workplace --> Do you know where you would like to work? If you are like most you do. Brands are essential and more and more companies are choosing companies to work with based on the brand. You should identify your unique selling points and share stories about those selling points through stories and people working in your company.

✅ Development: automation, processes, etc. In order to build a scalable talent acquisition function, you should be focusing on building scalable processes, making sure you have an ATS in place, transparent interview processes, automation to run the boring and manual tasks

If you succeed in all of these 4 stages, you will have a talent acquisition function that makes sure finding the right people won't become a growth bottleneck for your company.