Human Resource

10 Effective Talent Acquisition Strategies!

What Is Talent Acquisition?

For any non-HR professional, talent acquisition is an ongoing strategy and process that an organization utilizes to attract, hire and retain talents. Whereas recruitment is a subset of talent acquisition and focus predominantly on filling existing roles.

While hiring may sound simple, one of the toughest challenges for any organization is to hire great talent. The smaller the organization, the bigger the impact a top talent can have. It’s no secret that Singapore success as a nation from the 1960s to present day can be attributed to the many top talents the country has attracted and retained over the past 7 decades. Check out the review of Singapore by Forbes.

In case you are thinking, what makes a top talent for most organization? The irony about top talent is that they may not necessarily have any unique skills. But rather, they are able to perform their task effectively, get along well with their colleagues, learn new skills and solve problems proactively along the way.

Yet, to attract such individuals into your organization requires deliberate effort, thoughtful planning, plus constant trial and error. In this write up, I will share 10 strategies you can adopt for your talent acquisition activities.

1.      Create a Career Page

It’s common for many small to medium sized businesses not to have a career page, especially for medical practice, clinics and even aged care facilities. The advantage of having a career page is that your roles may receive applications from your client’s word of mouth. Moreover for “evergreen” roles such as dental assistant, registered nurse, general practitioner and etc, the career page can help you to build up a talent pool over time. Make sure that your career page is filled with job descriptions rather than job titles.

2.      Using Social Media

Many organizations are tapping on social media these days for brand awareness and employer branding purposes. That said, social media content for employer branding only serves as the top of the funnel in a candidate journey. It’s unlikely to instantaneously create tonnes of applicants for your roles when you just started this initiative. It’s a long-haul strategy, that can potentially lower your cost of hire over time. My favourite employer branding initiative is by Care to Go Beyond. Their humanized and storytelling approach is one of the best I have seen.

3.      Provide support to the Recruiter or TA Manager

One of the easiest ways to have your roles filled, is to provide the necessary support to the recruiter or TA manager. It could be in the form of a weekly or fortnightly meeting with the recruiter. Or providing timeslots for the interview sessions to take place or providing quick feedback on the candidate suitability. Speed is essence, especially to a job seeker. If you having been frequently losing out great hires to competitors, this can be a contributing factor.

4.      Employee Referrals

According to Harvard Business Review, referrals contribute 70% more good hires than non-referrals. This is because your employees understand the dimension of the roles way better than it’s drafted in the job description. Moreover, they are able to ascertain who is a good fit for the organizational culture. Learn these 5 tips on igniting your employee referral program.

5.      Beyond Job Board and Recruitment Agencies

There are many ways to attract applicants besides job board and recruitment agencies. For entry level healthcare positions, you can consider putting it up on noticeboards that are located in high traffic area e.g. near lift lobby or outpatient waiting area. Be sure to include a QR code or email address in the job post.

Other alternative channels include nursing forum, medical or allied health associations. If your organization has the resources, you can even participate in career fair or organize walk in interviews. Posting your vacancies in community hubs can provide unexpected results too.

6.      Applicant Tracking Systems

If you are hiring more than 25 roles a year, it makes sense to invest in an Applicant Tracking System (ATS). An applicant tracking system is a cloud-based CRM system for organizations to consolidate, track and organize candidates’ data in a meaningful way. It provides the recruiter, hiring manager and stakeholders with a bird eye of the interview stages, plus meaningful data analytics. Some of the popular ATS includes Greenhouse, Manatal, Zoho Recruit and Workable.

7.      Consider Panel or Multiple Interviews.

In some organizations, the interview process is a one round event with the hiring manager. While this can be efficient, having feedback from other stakeholders matters too.

Hiring manager can consider doing a panel interview, with different team members in a single sitting. Alternatively, you can organize staggered interviews on a back-to-back arrangement. There are no hard and fast rules. Ultimately, having different opinions on a candidate can help to reduce biasness and ensure objectivity in the interview process.

8.      Improve Your Job Description

If you have a practice of coming up with a job description that consists of 5 liners that barely share anything meaningful, you are missing out on good hires. Candidates that come across your job description would not be motivated to apply for it.

When drafting the job description, start with a compelling job title and summary to grab candidates’ attention. Organize it by sections e.g. The company, role, qualifications, benefits and etc.

Quantify whenever possible. E.g. number of caseloads per day, the working hours of the morning/ afternoon/ evening shift.

Share about the benefits and challenges of this role. Indicate the skills or experience that is helpful for this role.

Use active verbs to describe the essential duties and scope of this role.

Ask a few questions that will help the candidates to qualify themselves. (This will reduce the number of applications by unqualified candidates)

9.      Follow Up with Past Candidates

 You may have interviewed great candidates in the past for similar roles, but for whatever reason, they did not join your organization. Perhaps it’s a good idea to give them a call back. Even if they are no longer looking out, they would appreciate your message and may have someone to recommend to you.

10. Consultancy – Evaluate, Idealization and Implementation

If you feel that the recruitment effort by your organization is inefficient or somehow bottlenecked, it makes sense to consult a third party to evaluate the situation. It’s no different from a patient visiting a GP for a medical check-up. The time and money spend can end up saving you tens of thousands every year! If you are interested to learn more, I am an email away.

Read Next Article: Comparison: Job Portal vs Recruitment Agencies vs Direct Sourcing!


Whether you are a hospital, clinic or agencies hiring for healthcare jobs in Singapore, nurse in Australia or nurses for New Zealand, check out our career portal for your hiring needs today!