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To put it in simple words, talent acquisition refers to a long term HR strategy of finding the right person for the job. It involves sourcing, attracting, interviewing, hiring, and onboarding employees by matching their unique skills towards fulfilling the organizational needs.
Now you might say that talent acquisition sounds a heck of a lot like recruiting. So, what’s the difference between the two?
On the surface, both of these activities share the same goals i.e. placing people into vacant positions but there are a few differences mainly, recruitment primarily focuses on addressing a company’s short-term headcount needs. While, on the other hand, talent acquisition, refers to an overarching business and HR strategy that identifies and vets appropriate candidates for leadership roles keeping in mind a company’s long-term goals.
The following six steps primarily make up the talent acquisition process:
First step first, you’ve to come up with a snazzy job description, identify the platforms where you want to post it, online forums and communities, and industry events and conferences, where specialists in your industry hobnob together. Here, you can network and send out feelers that you’re looking for the right talent and build relationships with the prospects. By doing this, you’ll be able to garner a large pool of suitable candidates for the vacant position.
By having a strong, attractive company brand where you highlight your unique company culture, a competitive compensation package as well as a comprehensive plan for the role that you have in mind; are vital components of attracting and retaining stars in your organization. Moreover, focus on creating a positive candidate experience when you’re courting leads so that those candidates who are not suited to current organisational needs but may do so in the future, have a positive view about your company.
In this step, you need to identify certain questions that’ll help you gauge the candidate’s ability as to how good they are in thinking on their feet, whether they possess problem-solving skills or not, and whether they happen to be resourceful. This can be achieved through certain tools such as a personality/cognitive test, a test of their skills (like giving them a task to write a sample article or coding a program), or pitching a potential product or service as a demonstration of their skill.
Even though a lot of folks tend to skip this step while taking the final call on whether to hire a prospect or not, by cross-checking a candidate’s references helps you to validate your impression and solidify your gut feeling. Once you receive the all-clear and the candidate’s qualifications check out, you can close the deal by sending him the offer letter.
Herein, you need to establish a strong internal grading system that is easy to decipher, clear and hassle-free so that if you’re tied up in a task, other members of your team can pick up the slack and don’t need to be babysat. This system would help you select the strongest candidates from among the prospects pool for your talent acquisition needs.
Though technically speaking, hiring and onboarding aren’t taken up by the talent acquisition team, it’s the last step when hiring top honchos. This is an important step in the chain as the onboarding process can make or break the relationship with a new employee so having a streamlined and well-oiled process is always a plus.
Now, having gone over the talent acquisition process, let’s take a look at different talent acquisition strategies.
A strong brand screams a happening company culture and acts as a great magnet for attracting top talents. Your company’s website and social media handles should be attractive and speak not only to your potential customers but as well as prospective jobseekers. Your company’s branding is an essential part of catching the attention of top talents in your industry enticing them to apply for the position.
By being more specific about the kind of talent that you want vis-a-vis their skill-set, you’d have more success in identifying and narrowing down the pool of prospects. This is especially helpful when recruiting for specialty industries such as cyber security, medicine, law, financial management et al.
It’s always better to look for talent within your organization that you can promote to take up a more challenging role instead of looking outside. This process begins with identifying and training the top performing employees and preparing them to take on more responsibility and leadership. This is done through creating a system of feedback, mentorship programs, employee training as well as conducting trial runs for qualified candidates.
Talent acquisition is a vital operation in any organization looking to take a leap and build on its previous success. For this your talent acquisition and HR recruitment team need all the help that they can. Try HR Pearls for simplifying your HR and payroll operations and create a seamless and smooth onboarding experience for your top talents.