The study Talent Acquisition process
at Internship studio
Introduction
Talent Acquisition is the process of identifying, attracting, engaging, and retaining highly qualified and talented
individuals. Acquiring and Retaining the best talent acts as a competitive advantage, but it is equally important
and difficult to find the right person for the right job.
Talent Acquisition vs. Recruitment
Recruitment is about filling vacancies. Talent acquisition is an ongoing strategy to find specialists, leaders, or
future executives for your company. Talent acquisition tends to focus on long-term human resources planning
and finding appropriate candidates for positions that require very specific skills
The Talent Acquisition Process
Lead generation
Recruiting and attracting top candidates
Interview and Assessment
Evaluating references
Selecting the best candidate(s)
Hiring and Onboarding
Objectives
1. To study and evaluate talent acquisition process
2.To understand the need of talent acquisition and its importance.
3.To study the new practices in recruitment , adopted and implemented by internship studio
Profile of company
Internship Studio is a platform developed to help students build their profiles by providing them the right
exposure to develop the required skills in the respective domain. Log in to learning and devour upon the
technical and organizational aspects of the corporate. Internship Studio provides an industry exposure within
your domestic vicinity. Work & learn from the professionals and apply the gained skills towards the construction
of a Learning-based ecosystem.To further this cause Internship Studio endeavors for :* Encouraging students to
work on projects & learn from the professionals.* Infusing a learning spirit through the best of best mentorship.*
Filling the gap between bookish knowledge and practical knowledge by providing training plus internship.
Tag line :- The secret to success is starting from scratch
Career Starter Internships are fundamentally internships that anyone and everyone can apply to, without
requiring them to have any prior knowledge of the field and it’s intricacies. Our Expert Coaches take you on a
journey in the field of your interest right from scratch to the completion of an Internship Project. Career Starter
Internships are 5 week courses, where you are trained for 3 weeks, and are given an internship project to
complete for 2 weeks, hence certifying you in both Training and a 5 week Internship
Analysis and Interpretation of date
prefer ‘s 7 HR Column1
6 6
4 4
3 3 3 3
2
Strongly agree Somewhat agree Neutral Strongly disagree Somewhat
disagree
1. During the time of recruitment, do you prefer external source more acceptable than internal
source, the one most preferable for your company?
Reference check as an integral part of recruitment
9
Hr Employess
8
8
7
7
6
5
4
3
2
2
1
1
0
Yes No
Que 2. Do you consider the reference check as an integral part of recruitment?
The 60 %majority of employees come to know about vacancy from job portal then form 20
% Advertisement remaining 15% comes to know from Campus Placement and Other
Satisfy with the recruitment Process
Hr Employess
7
6.5
3
2
Yes N0
3.Is your company’s communication channel strong enough in promoting
and strengthening the brand in the market place?
The 60 %majority of employees come to know about vacancy from job portal then form 20 %
Advertisement remaining 15% comes to know from Campus Placement and Other
Job posting contain all the information regarding the
position
No
28%
Yes
Yes No
72%
Did the job posting contain all the information regarding the position?
The majority of employees are satisfied with the current talent acquisition process, 20 % thinks it
can be enhanced with upcoming time, and 16 % believe it can be greatly improved
On Boarding process
7%
*
22% **
***
****
55% *****
10%
7%
How much would you rate the onboarding process?
The majority of employees are satisfied with the current talent acquisition process, 20 % thinks it can be
enhanced with upcoming time, and 16 % believe it can be greatly improved
Overall Knowledge
18% Strongly agree
4% Agree
Neutral
11% Strongly Disagree
67%
Do you possess a good overall knowledge of HR recruitment process and
policies?
78 % of employees believe the firm has adopted and implemented new best practices,
but 18% think the firm will adopt and implement more new initiatives in the near future.
Virtual Onboarding Process
Not Good , , 11%
22% Good
Very good
Better
Better, , 22% Not Good
44%
How do you find the virtual onboarding process?
The majority of employees believe you have adequately satisfied the need for the
organizational and talent acquisition process in the organization
15% believe we can improve ourselves in the upcoming years
My recruiter explained me the roles and responsibilities quite clearly
Yes
35%
No
65%
My recruiter explained me the roles and responsibilities quite clearly?
60 % of employees thinks recruiter explained me the roles and responsibilities quite
clearly
Recruitment process
Yes
28%
No
72%
My recruiter explained the rest of the recruitment process quite clearly ?
Recruiter
28%
YES
NO
72%
My recruiter was proactive and returned my calls immediately ?
Recruiter
28% Yes
No
72%
My recruiter was quick to reply to emails ?
Findings, Conclusions and Suggestions
.1 Key Finding
1. Planning Recruitment plans are aligned with the organization‘s medium term strategy and goals which is identified
as a best practice.
3. Recruitment Strategies Best practices identified in the literature on recruitment were following a policy of internal
recruiting; encouraging employee referrals to enhance the quality of applicants attracted; and conducting formal
recruitment source analysis to determine the most appropriate recruitment
the use of competency based frameworks needs to be adopted in order to understand personality of the candidates and
their fit with the organization. It was also noted that background check was not stringent and was mostly outsourced to
the recruiting agency. Overall, it was concluded that the existing talent acquisition process of company is good but it
has some areas for improvement which is mentioned in the recommendations section. Internship studio has taken
proactive steps to implement innovative recruitment and selection strategies
RECOMMENDATIONS
This section presents the recommendations to improve the current process. 1. Recommendations for reducing the lead
time for Recruitment & Selection process 2. Lead time to be reduced to 20days from the current average of 9 days. To
achieve this, the recommended process accountability matrix with timelines can be drawn 3. More effective metrics
need to be deployed.
REFERENCES
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technology, International Journal of Selection and Assessment, Vol. 12, Nos. 1/2, March / June
•
An experiential approach; McGraw Hill 5. Blackman, M.C. (2002), Personality judgment and the utility of the
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(2001), Making the most of on-line recruiting, Harvard Business Review, Vol. 79 (3), March, pp. 139-146 7.
•
Cooper, D.R. and Schindler, D.A. (2010), Business Research Methods, 9th ed., London, MGraw-Hill. 8. Cascio, W.
(1998), Applied Psychology in Human Resource Management. New York: Prentice Hall, 5th Ed. 9. Dineen, B., Noe, R.
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•
Human Resource Management, Summer/Fall, Vol. 43, Nos. 2 & 3, pp. 127–145. 10.Foot, M. and Hook, C. (2005),
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•
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