Aberdeen Group Suggests Companies Should Have a Well-Defined, Communicated and Reinforced Talent Acquisition Strategy
A highly regarded industry research group has identified a pressing need for companies to recognize “the importance of a well-defined, communicated and reinforced talent acquisition strategy.”
Aberdeen Group, which has written numerous reports on human resources, attributed this need to a shift in the labor market in “favor of the worker.” It will be imperative for organizations to put forth best effort in terms of not only what they are offering (i.e. compensation and benefits), but also in consistency with what is communicated, reinforced and prioritized.
“The global war for talent will continue to gain momentum and a well-defined, communicated and reinforced talent acquisition strategy will prove a critical differentiator.”
This trend is precisely one of the reasons that itzbig was created. This interactive sourcing network, which was founded by Jim Hammock and Hank Stringer – the same men that created Hire.com – and Asad Kahn a former director from I2 , a supply chain management company, helps corporate clients conduct a focused search that leverages technology to identify the best candidates for the position. Further, it enables the company to maintain a dialogue with qualified applicants, so that even those who aren’t hired by the company feel like they have been treated in an appropriate manner.
The timing of itzbig couldn’t be better, according to John Sumser of Electronic Recruiting News“itzbig brings real-time, accurate matching to the job-hunting process, while giving recruiters a clear understanding of a candidate’s match against job requirements. It's different than a job board while accomplishing similar functions.”
While the exchange between two parties, in human relationships, means interaction between two people, social exchange theory also accounts for the delivery of value to end users via web applications. Similarly, in human relationships, when a web application’s cost and risk is higher than its value, the user will abandon that relationship. Today’s rich Internet experience can either facilitate end-to-end communication, OR it can take the place of one of the parties, both of whom reinforce social exchange theory. By looking at some of the newer web applications employing new technologies, we can see how social exchange theory has evolved the Internet.
He added that itzbig “is a bilateral recruiting communications tool. Jobseekers and recruiters communicate, while gaining an understanding of the market from their perspective. Market availability data helps both sets of users to see the reality of their position while they articulate it.”
Also in the report, Aberdeen writes about the need to “bridge the communication gap between HR and Non-HR Executives in terms of talent acquisition,” a problem itzbig’s technology may help to alleviate.
“Real strife has been created between these two groups through the years and has only been exacerbated by talent shortages, competition, globalization, compliance issues, and even the Internet. Interestingly, it’s nobody’s fault, but it will take more than just better communication to move things forward. The problem is that available technologies have not been tapped and old solutions have been slow in keeping pace with requirements.”
“The good news is that today’s technologies offered through online sourcing networks can provide a more collaborative approach to define exactly what hiring managers have in the way of requirements, what talent is available in the marketplace, and what the best talent acquisition strategies are at that moment in time. This a major focus of itzbig,” according to Jim McGovern itzbig CEO.
McGovern credited Aberdeen with recognizing the implications that new technology in the recruiting industry can have on the overall corporation.
“The feedback we have received from our corporate clients confirms that interactive sourcing networks can create significant short-term efficiencies when compared with the traditional practice of using job boards,” said McGovern.
About itzbig
itzbig is the first dynamic network that provides working professionals with a way to privately and securely explore other career opportunities. By focusing on quality and efficiency, the company’s innovative approach rescues job seekers and employers from drowning in large quantities of poorly matched data.
For more information on itzbig, call 512.879.3550, or contact us.
Interested media should contact Holt Hackney at hhackney@hackneycommunications.com, or (512) 478-8858, Ext. 115