What is talent Acquisition ?
What
does this photograph tell you ?
• Talent - a natural skill or ability
• Acquisition - the act of obtaining or beginning
to have something, or something obtained
Talent Management
Agenda
1. Meaning of Talent acquisition
2. Importance of talent acquisition
3. Steps in talent management strategy
4. Why talent acquisition is proactive in nature?
5. Difference between talent acquisition and
recruitment
6. Top 6 Challenges in Talent Acquisition
Some Related Terms
1. Recruitment
2. Selection
3. Education
4. Training
5. Development
6. Hiring
7. Staffing
8. Reactive
9. Proactive
10. On boarding
11. talent pipeline
12. Job description
13. Job specification
• What is reactive behavior?
• Reactive behavior often refers to an
immediate response to feelings about an
uncontrollable situation, a problem or other
issue. Reactions often result from actions that
took place in the past
• What is proactive behavior?
• Proactive behavior addresses future
conditions, circumstances or crises. Being
proactive revolves around the anticipation of
problems or issues to design plans that avoid
negative outcomes or prepare for positive
results. People who practice proactive
behavior tend to look at the entire situation to
plan for unforeseen circumstances.
• Education : The teaching or training of people,
especially in schools
• TRAINING is practical education (learning to do)
or practice, usually under supervision, in some
art, trade, or profession
• Process of imparting specific skills
What is Recruitment
• Recruitment is the process of actively seeking
out, finding and hiring candidates for a
specific position or job. The recruitment
definition includes the entire hiring process,
from inception to the individual recruit’s
integration into the company.
Process and recruitment selection
Comparing different types of job recruitment
software to find the ideal fit.
Establishing clearly defined standards and
expectations for the ideal job applicant.
Taking proactive steps to integrate new
employees with comprehensive “on-
boarding.”
Staying ahead of the latest trends and best
practices in recruiting.
To start, a company typically outlines what the
job or position entails (involves ) and creates a
profile of the ideal candidate.
The company must then attract the candidate
through advertisement or the use
of recruitment software.
Applicants are screened and interviewed by
predetermined criteria.
When the ideal candidate is chosen, they are
hired and integrated into the workplace, and
the recruitment process is complete.
Companies often place a high value on
recruitment, meaning they devote the
appropriate time and resources to the
process.
What is Selection?
Selection is the process of choosing
employees to fill specific jobs within an
organization.
Reviewing applications or resumes,
interviewing candidates, and making a final
decision
Selection is an important part of human
resources, as it allows organizations to choose
the best candidates for the job.
• The selection process is the process of
narrowing down the number of candidates
who are interviewed from the number of
applicants who have applied for a job.
Talent Acquisition
Talent acquisition refers to the process of
identifying and acquiring skilled workers to
meet your organizational needs.
The talent acquisition team is responsible for
identifying, acquiring, assessing, and hiring
candidates to fill open positions within a
company.
• What is talent Acquisition? –
Talent acquisition deals with the strategies,
tactics and processes for identifying,
recruiting and retaining the human resources
a company needs. It includes developing,
implementing and evaluating programs for
sourcing, recruiting, hiring and orienting
talent.
• RECRUITING
Sourcing and recruiting are the meat and
potatoes of talent acquisition.
Practices include external and internal
recruiting and employee referrals.
The hiring process includes numerous tasks,
including:
1. Candidate sourcing.
2. Screening candidates.
3. Interviewing.
4. Pre-employment testing.
5. Writing employment offers.
6. On boarding new hires.
Purpose and Importance of
Recruitment
Determine the Present and Future Opportunity or
requirement: process always assist a company
about its present and future staffing. It conducts
a methodical examination to determine the
perfection in recruitment result.
·Prevent Interruptions in Business Activity:
Recruitment ensures that Daily activities of your
organization are carried out seamlessly. It Selects
people from different background to meet the
organization needs.
·
Expand Talent in Organization: The Goal of
recruitment process is to provide quality
candidates so they can contribute their efforts
in achieving a goal of organization.
Cost Effective: recruitment Spends time to
find relatable candidates where large number
of people can give their detail description in a
job opening. A good job description attracts a
large number of people on low cost.
• Recruitment usually occurs when:
1. Employee resigns
2. A department expands
3. Line managers badgers recruiters to find
more employees because of ongoing work
4. Recruiter posts vacancies on job boards and
social media
5. Candidate accepts job offer but must render
their notice period with their last employer
Preliminary Steps of Recruitment
There are some issues which has been Controlled
by the administration of the company during the
recruitment process given below.
Requisition: whenever Requirement occurs in the
organizations it informs HR operations about the
vacancy thus the HR start their process.
Timing: HR department Usually Takes 60 -90 days
recruit and select a candidate this time is not
specified by the respective department in which
vacancy has been opened time period is totally
controlled by HR Operations.
Types of Contact: Qualification needed to
perform the job is provided to the HR
Operations by the respective department to
make process more efficient.
Recruitment Budget: Allocate a fix amount of
budget for a year. This budget is allocated
grade wise or division wise for each position.
Source of Candidates: HR used to source
candidates online via job portals they have
their own career portals as well where
candidates shares their
Common Steps of Recruitment
Process
• 1. Identify the need to Recruit the people /Determine
the position exist or not.
• 2. Update the job Description, Specifications details
qualification and profile.
• 3. Determine key performing areas of the job /
recruitment planning.
• 4. Consult the recruitment policy and procedure.
• 5. Consider the sourcing.
• 6. Choose the correct method of recruitment.
• 7. Develop the recruitment strategy/ advertisement.
• 8. Place the advertisement to the correct place where
you can get often candidates or CV.
• 9. Ensuring availability of applicant’s pool.
Potential qualified applicants/ allow
sufficient time for responses.
• 10. Screen responses /Screening.
• 11. Recruitment evaluation and Control.
