Introduction to Talent Acquisition
The administration of changes within an organization is one of the pinnacle priorities for HR leaders. This consists of taking part in the organization’s critical functions while simultaneously striving for success.
However, taking the challenges into account with modern-day HR practices, talent acquisition is not a cakewalk for HR leaders.
With organizations configuring new operational norms and becoming a part of the digital evolution, the expectations from HR leaders have surged in terms of expertise and leadership. Formerly, the HR department was mainly focused on administrative and risk management tasks.
However, the recent years supplied an incredible possibility for HR to redefine itself and become the centre of attention for employees’ responsiveness in a manner that positively influences engagement, morale, and overall performance.
Talent acquisition is the process that helps in analyzing the strategies and tactics that define how to recruit the right talent and workforce for the company. The responsibility of finding and recruiting the right talent that fits best with the organizational goals is often put on the shoulders of HR.
Talent acquisition’s motive is not only to fill an open position in the company, but its vision goes far beyond that. Talent acquisition analyzes a person’s talent and how useful it might be for the company in the future, as a manager or any other top post. Unlike recruitment, this process targets not only the present but also the future possibilities.
The HR manager of a company is usually the one holding the topmost responsibility to hire the best-suited talent for the company. From interviewing to onboarding, every step is managed by HR.
Today’s speedy corporate world needs to catch up with the talent present in the industry and implement ways to retain them so they don’t jump ship after a while. Employees today are doing this often because – they might need better positions, compensation, environment and culture, leadership, benefits and flexibility, etc., among other factors.
Process of Talent Acquisition
The process of acquiring a talented workforce is a challenging task and involves six significant steps:
1. Sourcing and Lead Generation
To let people know about an organization’s talent needs, you need to advertise it. This will attract applications from potential candidates.
Industry events, conferences, online forums, and communities are the perfect environment to build relationships and find your desired talent.
2. Build stronger employer branding
Corporate branding plays a vital role in successful recruitment and talent acquisition.
Prospective talented candidates are only inclined towards applying to a company if they’ve heard about it enough and know basic details and what the organization does and offers.
Negative branding instead of positive one can even drive away several candidates from you. This shows how much importance the brand name holds.
How a company is projected in the market is a significant factor for the candidates to consider your organization or not.
3. Interview and Assessing
Based on the type of role available in your organization and the type of personality trait you are looking for, think of questions that bring out the most creative side of the candidate and make it easy for you to evaluate your hiring decisions based on their answers. Also, give them some tasks to complete as an assignment or a personality evaluation test.
4. Analyzing References
Before proceeding with any further steps, make sure to check and analyze the references of the candidates. This step helps you be more confident regarding your decision and a final check to ensure you haven’t missed anything.
5. Making final decisions
Use hr software for hassle-free and fast decision-making to make the final choice among your best candidates. Use people tracking and evaluative software or an internal grading system, making the process accurate and non-hectic.
The last step of hiring the top talent for your organization is onboarding. The onboarding process must be robust, clearing all the confusion in the mind of employees and creating a lasting impression of the company over the person.
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How HR Managers play a role in Talent Acquisition
1. Deciding benefits and compensations
A good set of benefits and compensation, according to the organization’s limits, if provided to the employees, acts as a great source of attraction for the candidates to apply for the role your company offers.
2. Engaging new employees
To make the employees feel included and engaged, HR managers must introduce the newly hired employees to various terms and conditions of the company, be it ethics, dress code, etc.
3. Reward system
A reward system is essential to boost employees’ morale and maintain their motivation. It’s a way of appreciating the hard work one has put into obtaining organizational goals.
This might include anything from a small gift to a paid vacation, depending on the company’s budget.
After the candidate is hired, it’s in the hands of the HR manager to make them familiar with the company, let them know about their job role and eliminate the confusion running through their mind. The onboarding is a crucial step as it sets up an image of the company in the mind of the newbie. It’s vital to make sure the onboarding process is carried out smoothly.
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Quality HR equals quality Talent Acquisition
HR is a prime player when it comes to building a strong culture for the company along with creating an identity for the brand. Catering to everything and communicating using an enterprise-wide platform will lead to an enhanced rate of employee retention and a surge in loyalty.
Participation of not only the employees but also their family members when it comes to benefits also play a significant role in retaining the workforce, as they have a material influence on employee engagement.
So the role of HR leaders in talent acquisition is not all about discovering the ideal candidate with the right fit; that’s making a great first impression. Done strategically and positively – employee acquisition can also reduce the risk and be a cost-saving factor in the long haul.
As far as talent acquisition is concerned, traditionally, HR departments maintained effective research teams which kept track records of the requirements of both the organization as well as the candidate. Today, with digitalization onboard, everything is automated – from job postings to recruitments and employee onboarding and much more.
Additionally, HRs conduct behavioral interviews with the applicants to obtain a thorough analysis of their team-building, decision-making, problem-solving skills, etc., among others.
Also, they thoroughly assess the candidates and their attitudes towards working in a team, reactions to change management and how receptive they are to the organization’s culture.
These analytics help the HR and the organization recruit a candidate with the proper education, professional experience and an attitude with flexibility.
The HR leaders undertake a few of the following steps for talent acquisition:
- The business strategy of the organization is taken into notice.
- Assessment of available talent in the organization
- Talent requirement discussions with the management.
- Scrutinizing and bridging the gap between availability and requirement.
- Measuring the progress of the plans implemented.
It’s pretty obvious today that people who’re receiving plenty of benefits from their organizations engage well, and in turn, the retention rate surges.
When it comes to holistic well-being, people know the ropes of managing the stress that comes from any job. They know what they need – taking a walk, listening to songs, spending time with family, cooking, etc.
When employees feel they align well with a company’s culture, benefits, work and other factors, that company stands a greater chance of keeping employees over the long term. Employees want to feel that the company is invested in their well-being.
Additionally, the millennial and Gen Z portion of the crowd are being very selective and going for companies that align with their current needs.
According to Forbes, many prime organizations today are offering to shoulder partial or complete fees for their higher education, and factors like this are attracting talents to these companies.
Human resources managers have great opportunities at their disposal when talent acquisition comes into the picture process to think outside the box when highlighting the benefits their own companies offer.
Things like monetary compensation, childcare, vacation days, healthcare benefits, etc., are something everyone is providing today. To outshine the competition, HRs are the people to offer more unique offerings to meet an employee’s wants and desires during talent acquisition.
Talent Acquisition assists the firms in constructing workspaces with knowledgeable personnel who drive businesses towards success. With quality talent and acquisition strategies, companies can –
- Transform recruiting into a proactive hiring function
- Develop talent pipelines as per the staffing needs in the near future
- Recruit plenty of employees from a diverse range of backgrounds
- Hire candidates who have the agility to transform themselves past their prime roles.
Every company has its terms and policies to portray itself in the market and rope in quality employees.
HR leaders do have a daunting task at hand when it comes to talent acquisition, but envisaging outside the box will serve them well. They have the power to use everything at their disposal, from tools to benefits to hiring and retaining top talents.
The enhanced loyalty, augmented morale and productiveness that will turn out, as a result, will aid the employees and give a stable pedestal to the organization.