Recruitment and Talent acquisition are two terms that are often used interchangeably because of similar meanings. Yet, they are not the same thing. Then what is talent acquisition?
Talent acquisition is not a linear but a cyclical approach that aims at developing relationships (with potential candidates) to fulfill the anticipated future hiring needs. It is a strategic approach towards nurturing and building a pipeline of talent for long-term requirements.
Let’s take a look at how the process of talent acquisition works.
Talent acquisition takes into consideration the long-term needs of an organization by identifying their business requirements, and hence builds up a talent pool for the future supplies.
When aligned properly with the business strategy, talent acquisition can lead to an improved performance, growth and competitive benefits. The lack of understanding of the elements and the inability of their implementation makes it difficult for most organizations to practice talent acquisition. Due to its resistance to change, multinational companies are reluctant towards adopting the process of acquiring talent while hiring.
Recruitment is only a part of talent acquisition, which itself is a wider field. Engaging in just the process of recruiting is incomplete and is yet followed by most companies as it provides flexibility and is more convenient.
Now that you are aware of the definition of the term, here are few talent acquisition steps that you should hold on to while hiring.
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#1. Planning And Strategy
A solid talent acquisition strategy involves a deeper study and research of the nature of the business and its future requirements.
#2. Segmenting The Workforce
During the process of talent acquisition, it is very important to understand the different segments of the company that requires workforce. To do that you need to be aware of the skills, competencies, and experience required by the person.
#3. Employer Branding
One of the main elements in talent acquisition is to ensure a clear and attractive branding of the company or the client. It can include nurturing a positive image of the company and its culture to build a good reputation.
#4. Talent Management
While finding out the right candidates, it is very important to stay connected with them and maintain a healthy relationship. Through talent acquisition, you’re connected with people from different places and expertise which can be used to fill up suitable positions whenever required.
#5. Analytics
Finally, we would wrap up the process of talent acquisition with analyzing because an acquisition is incomplete without the use of key metrics for tracking and analyzing. One can improve their recruitment process by regularly engaging in collection and analysis of the data.
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Talent Acquisition Strategy And Planning
#1. Plan To Prepare
A high-performance talent acquisition strategy can be planned with careful observation and analysis of the organizational data. Most of the high-performance organizations keep a customary check on the needs of the company to fix the goals of talent acquisition accordingly.
#2. Identifying And Evaluating
Identification and evaluation of the talent in hand comes under the Source and Assess stage. It includes practices like Candidate Relationship Management (CRM), semantic and Boolean search, employee referral management, behavioral assessments, and video interviews.
#3. Acquiring To Engage
This one is included in the Hire and Onboard stages and takes place once a candidate has been selected. The process of extending and negotiating an offer ends up in maintaining a momentum for converting new hires into engaged employees.
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Do you think that recruiting without talent acquisition is ineffective? Let us know in the comment section below?
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