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Introduction:

Acquiring the right
talent can be a challenging task for the HR Professionals. Talent acquisition,
as defined by Deloitte, is “a strategic approach to identifying, attracting and
on boarding top talent to efficiently and effectively meet dynamic business needs.
There is always a huge potential for highly talented resource globally and
acquiring such talent has always been a challenging task for practioners. Debasis Rath(2012) indicate that  Talent acquisition includes finding,
attracting and subsequently engaging talented individuals into the
organization. Simply put, the objective is to fill each open position with the
best talent possible and to develop a continuous and strategic campaign to fill
similar positions in the future. Talent acquisition professionals are usually
skilled not only in sourcing tactics, candidate assessment, and compliance and
hiring standards, but also in employment branding practices, corporate hiring
initiatives and the ongoing development of employees. The employment brand
therefore encompasses not only the procurement of human capital, but the
approach to corporate employee development. Chitra(2015) Stated that Talent
acquisition professionals are usually skilled not only in sourcing tactics,
candidate assessment, and compliance and hiring standards, but also in
employment branding practices, corporate hiring initiatives and the ongoing
development of employees. The employment brand therefore encompasses not only
the procurement of human capital, but the approach to corporate employee
development.

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Elements of Talent Acquisition:

Planning and Strategy

Talent acquisition
strategy needs a lot of planning. It requires a deeper look at the nature of your
business and an understanding of future workplace needs. It’s a
forward-thinking approach, looking through a wider lens that takes into
consideration the local and global labor markets

 

 

Workforce
Segmentation

Talent acquisition
depends on understanding the different work segments within a company, as well
as the different positions within those segments.Not only do you need a
thorough understanding of your company’s inner workings, you must also know the
skills, experiences, and competencies that each position requires for success.

Employer Branding

Ensuring that your
company’s brand is clear and attractive is a main element in talent
acquisition.This involves fostering a positive image and company culture, and
establishing a good reputation based on quality products and services. A solid
brand attracts top candidates while giving them a look inside at what it’s like
to work for your company.

Talent
Scoping and Management

Top talent comes from
different places. We have to maintain and bulid good relationship among
potential candidates. All of this is done with the understanding that most of
these candidates will not fill positions right away but rather down the line.

Metrics
and Analytics

Finally, no talent
acquisition strategy is complete without using key metrics to conduct proper
tracking and analysis.By collecting and analyzing pertinent information, you
can continuously improve your recruiting process and make better hiring
decisions, ultimately improving your quality of hire.

Digital
Tools using Digital Talent Acquisition

Change is here to stay
and most progressive organizations have understood that the talent acquisition
practices which are working today may not necessarily work tomorrow. Job seeker
expectations, advancements in technology, market changes and strategic business
decisions will continue to initiate new trends in the talent acquisition
process.

Job
Portals:

Job Portal refer
website that deals specifically with employment or careers. The online software
provided by those who specialize in online recruitment helps organizations
attract, test, recruit, employ and retain quality staff with a minimal amount
of administration. It allows job seekers and recruiters to connect. The
application provides the ability for job seekers to create their accounts,
upload their profile and resume, search for jobs, apply for jobs, view
different job openings. The application provides the ability for employers
search candidates based their job description, create job postings, and
track contacted candidates based their Some of the most popular job boards
in India include Naukri, Monster, Times job, etc

Mobile
Recruiting

The astronomical growth
of smart phones consumers use their mobile devices to. Many candidate search
for jobs, search, apply for an interview for jobs using their mobile device –
that is, their smartphone or their tablet. An organizational also
developed their own mobile application for applicants. Companies are also
turning to SMS messaging, mobile apply and mobile messaging to engage with
candidates throughout the recruitment process. Rather than confirming details
by email, digital enabled companies are using SMS messaging for key information
such as interview locations and times.

Ultimately, today’s
candidates expect the ability to interact with you digitally and efficiently.
Their web experience needs to be high quality and your careers website needs to
match (or better) your customer website in terms of quality and ease.

Video
Interviews:

By continue catering to
mobile users, mobile video interviews allow you
to meet with candidates via video chat from a smartphone or tablet without
hindering the experience. In fact, video interviews improve
the candidate experience with
specific mobile apps for joining live and on-demand interviews and making
it more convenient for on-the-go individuals to participate in interviews
anytime, anywhere. It saves time for both employee and employer and quite
cheaper.

Visume:

Video resumes are also
called as visume. Video CVs are becoming increasingly popular with jobseekers
wanting to stand out from the crowd. Rather than replacing traditional
paper CVs,
videos enhance job applications by providing employers with more insight into
what an individual has to offer. A traditional CV outlines your skills,
qualifications and experience, whereas a video CV enables an employer to get a
feel for your personality.

Artificial Intelligence:

This new technology is
designed to streamline or automate some part of the recruiting workflow,
especially repetitive, high-volume tasks. AI for recruiting is the application
of artificial intelligence, such as the learning or problem-solving that a
computer can do, to the recruitment function. Technology helps HR and talent
acquisition professionals track data and improve reporting, it also leaves many
recruiters feeling replaced by technology.

 Virtual
reality

Virtual reality can be
defined in various ways. In the most general meaning, it is a world, created by
a computer, which is displayed using three-dimensional and realistic graphics
which allows interacting with objects that are in it. This “artificial world”
is designed to recreate a specific part of the real world as closely as
possible. The experience is amazing and can bring a whole range of emotions
organizations also began to use it in their talent acquisition efforts,
especially during college career fairs, and in their human resources
departments to conduct trainings.

 

 

 

 

 

 

Reference

Study of Talent Acquisition
Practices – A Review on Global Perspective Mohan Parthasarathy*

http://blog.eskill.com/difference-recruitment-talent-acquisition/

Chitra.M, Talent Acquisition In
Indian Banking Sector  

 

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