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In today’s rapidly evolving business landscape, talent acquisition has become more important than ever. According to a recent survey by Deloitte, 69% of companies rate talent acquisition as a top priority for their organisations. At the same time, the talent acquisition landscape is undergoing significant transformation, with new technologies, data analytics, and changing candidate expectations reshaping the way organisations find and hire top talent. To stay ahead of the competition and attract the best candidates, organisations need to adopt innovative and agile talent acquisition strategies. In this post, we’ll explore some of the most promising strategies, based on our recent Coffee mornings discussion featuring Sam and Robbie, and offer practical tips for implementation.

Click play to view the discussion below:

Drawing on the insights shared during our recent Coffee mornings with Northreach, we have selected key elements to delve deeper into below. These strategies include:

1. Agility

In the wake of the pandemic, Talent Management requires organisations to prioritise Agility, particularly by providing flexible work arrangements and emphasising work-life balance, employee well-being, and positive work culture. In addition to the benefits of flexible work arrangements and employee well-being, agility can also play a crucial role in talent acquisition. According to a survey conducted by Gartner, 70% of HR leaders reported that agile workforce practices have helped them attract top talent.

In the latest episode of Coffee mornings, you can see Sam and Robbie discuss the advantages and disadvantages of embedding a flexible work culture.  Highlighting some key points on agility from their discussion:

  • Access to a Larger Talent Pool: By embracing remote work and flexible arrangements, organisations can expand their talent pool beyond their local area. This can be especially beneficial for organisations in industries that face talent shortages or for positions that require highly specialised skills. According to a survey by Gartner, 82% of business leaders plan to allow remote work some of the time, even after the pandemic ends, which will enable organisations to access a larger talent pool.

While there are favourable effects of agility in talent acquisition, it’s important to acknowledge the potential drawbacks as well. In a recent episode of the Coffee Mornings Sam and Robbie discussed some of the challenges organisations may face when implementing agile practices:

  • Collaboration is Harder: One of the primary drawbacks of agility is that collaboration can become more difficult. When employees work remotely or in flexible arrangements, it can be harder to build relationships and collaborate effectively. According to a survey by Gartner, 57% of HR leaders reported that remote work has made it harder to maintain employee engagement and productivity.
  • Working in Silos: Another potential drawback of agility is that it can lead to employees working in silos. When employees work remotely or in flexible arrangements, it can be harder to maintain a sense of team cohesion and shared purpose. This can lead to employees feeling disconnected from each other and from the organisation’s mission.

Sam is of the belief that while agility can be a powerful tool for talent management, businesses need to be mindful of their company culture when implementing agile practices. It’s important to ensure that agility aligns with the organisation’s values and mission, and that it doesn’t compromise important aspects of the company culture. For example, if an organisation values collaboration and teamwork, it may be necessary to find creative ways to foster these values in an agile work environment. This could include virtual team-building activities, regular check-ins and status updates, and clear communication channels. Additionally, it’s important to recognise that not all roles are suited to agile practices. Some roles may require employees to be on-site or working full-time, and it may not be feasible to implement flexible work arrangements. In these cases, it’s important to find a balance between agility and the practical demands of the role.  Ultimately, the success of agility in talent management depends on a variety of factors, including the organisation’s culture, the nature of the work, and the needs and preferences of employees. By taking a thoughtful and strategic approach to implementing agile practices, businesses can leverage the benefits of agility while ensuring that it aligns with their values and mission.

In conclusion, agility in talent management can be a great benefit for organisations – from attracting and retaining top talent to improving productivity. Implementing agile practices such as flexible work arrangements and investing in the well-being of employees will have far-reaching consequences that help you not only stay ahead but also provide an unbeatable edge over competitors. Though challenges do exist with this approach like difficulty with collaboration or longer processes, a thoughtful strategy designed to tackle these issues is a sure way to create sustainable success.

2. The Future of Recruitment

It’s clear that technology is the way of the future for recruiting. Digitisation can bring great value to organisations when it comes to talent acquisition – *68% of recruiters believe investing in new recruitment tech will improve performance over five years, and 94% report a positive impact on their hiring process already.

Using a combination of Big Data and AI, companies can reduce bottlenecks and other unnecessary headaches. Consider the following resolutions:

  • Tapping into cloud-based data to develop a more accurate parsing of the applications of your top talent potential.
  • Leveraging AI to simplify and summarise candidate information across multiple social media outlets.
  • Utilise data beyond the visual range to predict multiple scenarios ahead of time.

Let tech do the hard work for you – unlock faster, fairer talent acquisition and reduce unconscious bias. Streamline your recruitment process with automated technology to make it quick, structured and objectively judged.

With tech advancements becoming more prominent, people everywhere are having conversations about the looming threat of automation to our workforce. But Sam and Robbie have a different outlook – they believe that machines can only be as good as those who operate them.

So, what’s really on the horizon? The two experts think it might just be ‘prompt-engineering’, where human expertise in managing technology will become increasingly vital for success. No matter how advanced AI or Automation gets, humans must stay at its core to take full advantage and use these innovations effectively.

“Many individuals are questioning whether graphic designers and copywriters will remain relevant. However, I believe that the transformation in the industry will require a shift in work methods and the acquisition of new skill sets. Although machines can generate output, their performance is reliant on the input provided. The critical skill required will be the ability to comprehend and manipulate the machines’ algorithms to produce superior content than competitors.” – Robbie Blake, Senior Recruitment Consultant at Northreach

It’s worth noting that, AI has opened a wealth of possibilities in recruitment, but it can never replace human recruiters. Instead, the future holds amazing opportunities for recruiters to take center stage and build meaningful connections with potential hires; when candidates are presented with multiple offers, they’ll be won over by skilled professionals who bring personalised engagement into their search process.

3. Leveraging Data and Analytics

Data and analytics are transforming the way we look at talent acquisition today. Companies can now use insights gained from analysing applicant data to identify trends, improve recruitment efficiency, and make better-informed decisions on whom they hire – all with the aim of optimising their recruiting process for success! By tracking information such as sources of applicants, characteristics of selected candidates and more, organisations can hone in on which areas work best when acquiring top-tier talent.

Tap into the power of data and analytics to take your talent acquisition process up a notch! Employ predictive analytics to identify potential success stories in candidates, then pinpoint areas where interviews can be made even better by collecting feedback from those involved. This focused and strategic approach improves hiring rates while providing interviewers with tools for making the entire experience more successful.

Overall, using data and analytics in the talent acquisition process can help organisations to make more informed decisions, improve the efficiency of their recruiting efforts, and increase the success rate of hiring.

4. Building a Strong Employer Brand

Investing in an excellent employer brand is essential for any organisation looking to attract the best talent. LinkedIn research found that a strong employer brand reduces turnover by 28% and cost-per-hire by 50% due to a better reputation and understanding of company values. Companies take note – your potential employees are paying attention as nearly half wouldn’t consider working with you if they have heard negative opinions about your workplace. Put time, effort, and energy into cultivating a stellar reputation; it pays off handsomely on all fronts.

Handy tip: Building a strong employer brand is essential to stand out in today’s competitive job market. Turn your trusted employees into ambassadors for the company and let them showcase elements of their professional lives on social media – it will give potential candidates insight into what working with you looks like, helping attract top-notch talent.

5. Build amazing communities

Building a strong, thriving community around your brand pays dividends. Through webinars, skill shares and more – you can show thought leadership to ambitious, driven job seekers that will make them excited about joining the team. Plus, it’s an effective way of sourcing candidates already passionate about their field and are just waiting to come on board. It’s time to get inspired and let them take notice of what they could achieve with you by their side.

6. Work as a unit

Maximise your recruitment performance by taking the time to pinpoint who plays a role in each phase of staffing – from HR and recruiters with specialty skills, to hiring managers that provide an internal viewpoint. Make sure you don’t overlook those team members already working within the department: they can be instrumental allies when it comes to vetting candidates and their potential fit for any position. Finally, ensure there’s dialogue between all stakeholders present throughout recruiting efforts: we want everyone involved talking confidently about how well-suited prospective talent is or isn’t going forward into roles at our company.

NOTE: Clear communication is key when gathering multiple stakeholders for recruitment projects. To prevent bottlenecks, define the role of each participant so everyone understands their part in achieving success – and keep your candidates informed every step of the way. Even if a project faces roadblocks, proactivity and transparency will ensure it’s still on target to reach its end goal.

7. Internal mobility

Embrace the changing professional environment with open arms. Shaking up traditional career paths is becoming more and more common. Instead of climbing the ladder, professionals are tending to move laterally between departments within companies; a trend known as ‘career latticing’. This creates opportunities for growth from within, motivating your highest-achieving employees and keeping them engaged in their work. It’s time to tap into what you have already. Identify top performers with specialised skillsets that can be best applied internally: it’ll mean smoother hiring & onboarding processes while saving time & money too. When it comes to keeping your team engaged, internal mobility is key. Helping employees better leverage their strengths and explore new possibilities within the organisation gives them a great reason to stay right where they are.

Sam and Robbie know the secret to a successful organisation: ‘leverage internal talent’. By creating an internal mobility program, companies can tap into their current employees’ ambition and expertise; using mentoring programs or special job postings. Investing in your existing staff is often more cost-effective than hunting for new recruits – plus those who are already dedicated have something extra that will propel success even further.

It might not be a vertical movement it could be a horizontal one through the business. I think that’s something companies need to be more susceptible to. Humans are all born the same I can’t believe for a minute that there aren’t kinds of different skill sets that are just transferable. – Sam Ingram, CEO Northreach

Uncover the great power of internal mobility and how it can benefit. Get informed by tuning into our latest podcast The Lasting Legacy of Talent Trends  to hear expert insight from Soreya Senior, HR consultant and Sam.

8. A candidate-centric approach

Sam and Robbie recognise the power of relationship-building in success. Great teams are formed with strong human connections that flourish through open communication and productive collaboration – truly essential components for any successful business.

I think the one thing we spoke about earlier this year is that you still must have human relationships. I think all this technology is wonderful in a world that is growing and growing quickly, and the demand is massive. But what tends to get you through from a business perspective is human communication and interaction. Keep it simple, stupid. Just communicate better.” – Sam Ingram, CEO Northreach

It isn’t any different when acquiring talent. It’s a no-brainer that companies should adopt a candidate-centric approach and look to build a positive long-lasting relationship when hiring but how often do we get to see that? This today has become a deal breaker. The hiring process is a two-way street where both employers and candidates are trying to find a good match. In a competitive job market, candidates will often apply for multiple jobs and attend multiple interviews. Candidates now have a more dynamic job search experience, with many employers vying for their attention. Employers should strive to provide an outstanding candidate journey by highlighting what makes them unique and unmatched in the marketplace: company culture, values, and working approach. Crafting a cohesive recruitment process across all touchpoints—both online and offline—will give candidates great insight into your organisation’s vision; ultimately giving you an edge when selecting top talent from multiple offers.

There are several ways to improve the candidate’s experience during the hiring process:

  • Provide clear and timely communication: Keep candidates informed of the status of their application and any next steps in the process.
  • Show respect for their time: Keep to the schedule for interviews and follow-up meetings and avoid making candidates wait.
  • High-quality hospitality: Make sure candidates feel comfortable and welcomed during their time at the company.
  • Fair evaluation process: Ensure that candidates are evaluated fairly and given an equal opportunity to demonstrate their suitability for the job.
  • Provide constructive feedback: Give candidates feedback on their performance during the process, whether it’s positive or negative, so they know what they did well and where they can improve.
  • Show your company culture: Share information about your company culture and work environment to give candidates an idea of what it would be like to work for your organisation.
  • Show appreciation: Show gratitude and appreciation towards the candidates for taking the time to apply and interview with your company.

Little things make all the difference! Don’t miss out on that human connection when it comes to hiring individuals. Break your regular routine and create relationships – you’ll be amazed by just how much making meaningful connections matters.


In summary, the way in which organisations recruit, hire and manage talent needs to evolve to keep up with the ever-changing world of work. We are now on a collegiate approach, with multiple stakeholders needing to collaborate and build relationships to enable talent acquisition initiatives. Agility is essential in a rapidly changing environment and leveraging data and analytics will be key for understanding industry trends and predicting hiring needs. Building an employer brand that resonates with prospective candidates is vital for attracting new employees and building amazing communities around them plays an integral role in engagement. Finally, a candidate-centric approach that looks to build relationships should be at the heart of any successful talent acquisition strategy. So don’t forget to successfully find the best possible candidates, invest in internal mobility programs to develop current employees further, focus on job design to attract top talent and use data strategically to create innovative strategies tailored specifically to your goals.

And, if you need professional help hiring the right talent, get in touch and take your recruitment mission one step further today. Contact us