Finding a job is never easy. But this is particularly true for those starting out in their careers. Recent college graduates and those with only a few years of work experience do not have the same power and leverage in the recruitment process as those with tenure, specialized expertise, and skills. However, hiring organizations should still treat these rookies with care and respect.

“According to a recent study by global staffing firm ManpowerGroup, a staggering 77% of employers around the world are experiencing difficulties in filling job vacancies, marking the highest talent shortage in 17 years.”¹ One would think that in this environment, companies would put their best foot forward and create efficient talent acquisition processes that yield a high success rate. There are boundless articles on job search strategies for job seekers, but much less often is the focus on the hiring organizations and what they can and should do to differentiate themselves and attract the best talent. Here are a few suggestions:

1-Establish Talent Acquisition Strategy and Procedures

Despite the proliferation of artificial intelligence, human capital is still the key to success for all organizations. Talent acquisition strategies and goals are ever-changing as organizations evolve (or should be). It is the hiring team's task to ensure the company has the right talent at the right time. This is not always predictable, as people leave unexpectedly or face other challenges that prevent them from working. As such, a robust set of procedures that can be mobilized efficiently is essential.

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