Research was conducted on a specific department at the Blue Cross Blue Shield of Michigan. Talent Acquisition has been experiencing issues with recruiting applicants for vacancies within service operations. Normally, new hire classes would reach between 18 to 25 agents per class. As a result of low recruitment problems, classes are being held with only five to ten agents. This survey examines why there are insufficient applicants for Talent Acquisition positions and the actions that can be taken to increase the quality and quantity of candidates.
It was found that the department primarily relies on less effective approaches than others in the same firm. It significantly depends on job board postings and referrals, which do not result in desired outcomes. In their postings, they have failed to write great job descriptions. Therefore, they cannot properly sell the vacancies to potential candidates. Apart from that, the department has not been able to advertise and communicate to the broadest population of possible candidates. Additionally, most individuals participating in the recruiting process have claimed that the procedure is complicated.
It is recommended that the department considers using two strategies to attract the top talents. The first approach would be to target particular individuals working in other organizations who have developed a reputation for their unique capabilities and commitment to what they do. Another technique is that Talent Acquisition can aim at young talented employees who have graduated from school. Such individuals are searching for opportunities to grow and thus, in most instances, will persevere the recruiting process intending to get hired. These measures will benefit the department and ensure that Blue Cross Blue Shield of Michigan operates favorably in a highly competitive industry and achieves sustainable growth.