Talent acquisition means a process of identifying and acquiring skilled workers to meet your organizational needs. The talent acquisition department is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company. Recruiters, sourcers, HR professionals, hiring managers. Combined, these powerhouse functions make up Talent acquisition (TA) — the organizational task of, quite simply, finding the right person for the job. In corporate world, it’s often placed under the human resources umbrella which involves sourcing, attracting, interviewing, hiring, and onboarding employees. The definition of talent acquisition spreads from employer branding, recruitment marketing, to the process of recruitment itself, which includes candidate relationship management, an onboarding plan that involves succession planning and talent development, and strategic management with C-level goals.
Talent Acquisition and Recruitment aren’t the same. Recruitment is one aspect of talent acquisition that has to do with the selection and hiring of a candidate to fit a job vacancy whereas Talent acquisition has a far broader scope. In other words, Talent acquisition is an overall business and HR strategy that factors in an organization’s long-term goals, and acknowledges that people (or talent) can play a huge role in a company’s future successes. Talent acquisition is more towards the strategic side of the tougher positions to fill. The Talent Acquisition involves several complex steps, among those the most essential include Lead generation, Recruiting and attracting the top candidates, Interview and Assessment, Evaluating references, selecting the best candidates, Hiring and Onboarding.
Some of the tips for Talent Acquisition are forecast – Identify which roles at your company are hardest to hire for — and prioritize them. Building a pipeline – Keep track of the candidates you find, whether in a simple spreadsheet or via specialized software. Get Everyone on board – Don’t silo the efforts of your HR and talent acquisition team and keep an open mind about where quality candidates can come from. Get the department or even entire company involved, Spend the time – Casual phone conversations, lunch meetings, even an informal negotiation are ways to get to know your prospective hire that won’t be evident from a one standard interview. A few common tactics for finding and hiring great employees are Boosting your brand – make sure your organization’s website, social profiles, and company culture speak not only to your target customer, but also to potential career-seeking candidates, Get Niche – the more specific you can get about the past experience and projects you’re looking for from candidates, the more success you’ll have finding exactly what you need, Do some succession planning – This business and HR strategy grooms and promotes employees internally, instead of going outside your company to fill open positions. It starts with identifying peak performers within the company, and taking the time to train and prepare them to take on more responsibility and leadership.
Large organizations have their own HR departments where each and every function of HR has been handled by themselves. Small organizations and startups does not have the appropriate manpower to run the HR functions within their own company so they partner with Recruitment Agencies and HR consulting firms. Many companies are now preferring the HR firms for consulting and other HR services. So that they are able to focus on attaining the business goals and rest of the HR related activities are taken by the recruitment agencies and HR consulting firms. So if your organization wants HR services at minimum cost and avail the best Consulting and Advisory from the Industry Experts. We at Team Management Services are here to help you to reach your HR goals.