Navigating The Future Of Talent Acquisition

This article is based on an interview with Todd Barber, director of talent acquisition at Harbor Group Management Company.

Author Bio

Todd Barber is a seasoned professional with over 20 years of experience in talent acquisition. He holds a degree from Millikin University, where he honed his skills and knowledge in talent management. Todd is also talent management certified, showcasing his commitment to staying updated on the latest trends and best practices in the industry.

Currently serving as the director of talent acquisition at Harbor Group Management, Todd brings a wealth of experience and expertise to his role. With a strong background in recruiting, hiring, and talent development, Todd is dedicated to building high-performing teams and driving organizational success through strategic talent acquisition initiatives.

Throughout his career, Todd has demonstrated a passion for identifying top talent, fostering a culture of diversity and inclusion, and enhancing the candidate experience. His leadership and vision have been instrumental in shaping Harbor Group Management’s talent acquisition strategies and positioning the company as a preferred employer in the industry.

Outside of work, Todd is actively involved in mentoring aspiring talent acquisition professionals and contributing to the advancement of the field. His commitment to excellence, coupled with his industry knowledge and experience, make Todd Barber a valued leader in the talent acquisition space

Implications of Advancements in Talent Acquisition

Advancements in talent acquisition that are projected to have significant implications for fulfilling business needs include:

• Artificial Intelligence (AI) in Recruitment: AI-powered tools can streamline the recruitment process by automating repetitive tasks, identifying top candidates, and improving the candidate experience.

• Data Analytics in Hiring: Data analytics tools can help organizations make datadriven decisions in recruitment, such as predicting candidate performance, identifying talent gaps, and improving diversity and inclusion.

• Virtual Reality (VR) and Augmented Reality (AR) in Recruitment: VR and AR technologies can provide immersive experiences for candidates, allowing them to virtually experience the workplace and job roles before joining the organization.

• Remote Hiring and Onboarding: The shift to remote work has accelerated the adoption of remote hiring and onboarding processes, allowing organizations to access a wider talent pool and onboard new hires efficiently.

• Employer Branding and Employee Experience: Building a strong employer brand and providing a positive employee experience are essential for attracting and retaining top talent, as candidates increasingly value company culture and values.

These advancements in talent acquisition will help organizations attract, hire and retain the right talent to meet their business needs effectively.

Experiences from One of the Projects You Were Recently Involved In

Recently, I was involved in an awesome project that allowed my team and I to create a maintenance apprenticeship program. This allows us to hire soft skills and train from the ground up on all of our processes around how we service the multifamily industry.

From new assessments to detailed, physical career paths for apprentices to see, we have seen a tremendous fire lit in our current maintenance teams that are hosting an apprentice. Without getting into too much detail, our comprehensive program allows anyone with a willingness to succeed an opportunity to learn how to perform maintenance tasks while visually seeing what needs to be done to get to the next level. Its incredible!

Challenges in Your Business

Some challenges in the multifamily business that current services may struggle to provide an optimal solution for include:

• Tenant Retention: Retaining tenants in multifamily properties can be challenging, and current services may not offer comprehensive solutions for improving tenant satisfaction and reducing turnover.

• Property Maintenance and Repairs: Managing property maintenance and repairs efficiently is crucial for tenant satisfaction, but current services may not always provide streamlined solutions for handling maintenance requests and ensuring timely repairs.

• Community Engagement: Building a sense of community and fostering resident engagement in multifamily properties can be challenging, and current services may lack effective tools for promoting community events and interactions.

• Rent Collection and Payment Processing: Managing rent collection and payment processing can be complex, especially in large multifamily properties, and current services may not offer optimal solutions for automating and streamlining these processes.

• Security and Safety: Ensuring the security and safety of residents in multifamily properties is a top priority, but current services may face challenges in providing comprehensive security solutions and emergency response systems.

• Energy Efficiency and Sustainability: Promoting energy efficiency and sustainability in multifamily properties is important for reducing costs and environmental impact, but current services may not offer fully integrated solutions for implementing sustainable practices.

Addressing these challenges in the multifamily business may require innovative technologies, collaboration with property management experts, and a focus on enhancing the tenant experience to meet the evolving needs of residents in multifamily properties.

Advice to HR Professionals in Similar Roles across Different Companies

As a talent acquisition director, here are some key do’s and don’ts that I suggest for all companies:

"Prioritize diversity and inclusion in your recruitment efforts to create a more inclusive and innovative workplace"

Key Do’s:

• Develop a Strong Employer Brand: Invest in building a compelling employer brand that attracts top talent and showcases your company culture and values.

• Embrace Diversity and Inclusion: Prioritize diversity and inclusion in your recruitment efforts to create a more inclusive and innovative workplace.

• Use Data and Analytics: Leverage data and analytics to make informed decisions, track recruitment metrics, and optimize talent acquisition strategies.

• Provide a Positive Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, from application to onboarding, to attract and retain top talent.

• Collaborate with Hiring Managers: Work closely with hiring managers to understand their needs, align on job requirements, and streamline the recruitment process.

Key Don’ts:

• Neglect Employee Referrals: Don’t overlook the power of employee referrals in sourcing top talent. Encourage and incentivize employees to refer qualified candidates.

• Rely Solely on Traditional Recruitment Methods: Avoid relying solely on traditional recruitment methods. Embrace new technologies and innovative approaches to reach a diverse pool of candidates.

• Ignore Feedback: Don’t ignore feedback from candidates, employees, and hiring managers. Use feedback to continuously improve your talent acquisition processes.

• Overlook Continuous Learning: Don’t overlook the importance of continuous learning and development for yourself and your team. Stay updated on industry trends and best practices in talent acquisition.

• Disregard Employer Brand Reputation: Don’t disregard your employer’s brand reputation. Monitor online feedback, reviews, and social media presence to maintain a positive employer brand image.

By following these key do’s and don’ts, talent acquisition directors can effectively lead their teams and contribute to the success of their companies’ recruitment efforts.