James Roycroft-Davis, the CEO of Luna, hired an employee quickly to fill a vacancy. 

The result — a brief hire whose values didn’t align with the team and the company, hence had to let go.


Learning from this, we understand that having the

Right people in the 

  • Right place at the
  • Right time and with the 
  • Right skills, 

is important. 

It’s easier said than done because behind every exceptional team is a world-class strategy. While your talent acquisition processes might be in place, a well-made strategy is its foundation. 

Before we assess the elements of building a great strategy, here is what you need to know:

Building a talent acquisition strategy takes time, effort and healthy collaboration because it is:

  • Proactive, not reactive
  • Adaptive, not fixed
  • Holistic, not one dimensional

So while building a strategy, here are 6 key elements that need your attention:

1. Corporate mindset and bias

A strategy turns into a winning one because of “how” you approach it. Before you begin strategizing, discuss the goals you want to pursue through the process. Identify whether your current mindset, behaviors, and attitude match them.  

This helps identify biases such as favoring first impressions, personal opinions, etc. A self-check-in is fruitful, especially when you’re carrying out crucial processes. 

2. Employer branding

We tend to label things and put them into boxes. For example, Apple is associated with creativity, not just with its products and design but as a workplace. Employees, too, perceive it as a platform to let their creativity free.

Your brand forms imprints on both your customers and employees. Regular feedback from current employees and a sturdy competition analysis help create a workplace that people want to be a part of. 

HubSpot has successfully created a brand for its customers and another one for its employees. They released a culture code that transparently and candidly shared their culture and values. Their focus on employee satisfaction got them Glassdoor’s #4 Best Place To Work in 2021”.

Here’s a snippet of their code:

3. The people involved

While HRs are known to recruit, talent acquisition needs to be more collaborative. Spend time blending expectations with hiring processes. 

Sharing your views with HR brings clarity on what you want and streamlines future recruitment processes. 

Involve individuals from different departments and backgrounds to make new hires feel comfortable. 

At Quora, every new hire is assigned a mentor who assists them personally and thoroughly guides them. Such approaches can inculcate smoother onboarding and better retention.

4. Talent intelligence

Talent intelligence is the new trend on the corporate block. It refers to a platform that manages your hiring processes while offering insights on efficient business practices, competitor insights, and other benefits.

Artificial Intelligence has transformed hiring, and companies like L’oreal and Audible are making hiring better with software. Different platforms are now educating managers and leaders about the importance of talent acquisition rather than recruitment.

5. Cultural trends

One of the most significant elements is culture, which comes down to how inclusive and compassionate your company is. 

Whether adopting a 4-day work week or making your workplace LGBTQ+ friendly, your work culture reflects how you perceive and treat your employees. 

Infosys shared their 2022 Pride campaign that celebrated being different yet similar. It went viral on social media, but it was their inclusive and accepting culture that everyone applauded.

The culture you promote always affects how your brand is perceived. 

6. The candidate experience

If you’ve heard the phrase, “people always remember how you make them feel,” it’s time to take it seriously. Treating candidates with respect and integrity is imperative for every organization. 

Check if you’re making your candidate experience more enriching by:

  • Communicating the interview outcome to each one
  • Ensuring interviewers make them feel respected and comfortable
  • Assessing your candidates holistically and not just based on academics and amount of experience

These elements play a pivotal role in your strategy and require consistent attention and adoption. 

Next steps

A winning strategy is wholesome. It starts with you and your team and ends with the candidate’s experience. These key elements will potentially differentiate you from your competition. 

So, start by observing your company practices, identify them and make changes to build a smooth and effective talent acquisition process. 

If you’d like to tap into a private network of high level business leaders and get access to incredible live events and resources straight to your inbox, learn more with us and become a part of Twelve Mavens private community of entrepreneurs. 

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