TA L E N T A C Q U I S I T I O N

• Talent acquisition deals with the strategies,

tactics and processes for identifying, recruiting
and retaining the human resources a company needs.
• It includes developing, implementing and evaluating programs for
sourcing, recruiting, hiring and orienting talent.
• Sourcing and recruiting are the meat and potatoes of talent
acquisition. Practices include external and internal
recruiting and employee referrals.
• The hiring process includes numerous tasks, including:
• Candidate sourcing.
• Screening candidates.
• Interviewing.
  SOURCING

• Sourcing refers to the process of searching for, identifying

and contacting potential candidates. 
• Sourcing techniques include :
• Internal recruitment : Up-skilling is an easy way to fill
positions with qualified candidates while providing
upward mobility to employes.
• Referred candidates : 
• Leveraging interpersonal connections saves a recruiter
time, effort, and resources. 
• Past Applicants :
• The runner-up candidates that did not quite make the cut
for a previous position provide an opportunity .
  SCREENING 

Screening is the process of evaluating job applications, scanning

resumes and selecting suitable candidates that match with the
job description.
The process of determining whether a candidate is qualified for the
role is based on their educational qualifications, experience, and skill
sets.
M E T H O D S U S E D I N C A N D I D AT E S C R E E N I N G
:
• Aptitude tests :Use them to measure job-relevant abilities. For
example, if you require an employee with a sharp command of
English, the English Quiz can help you gauge the candidates’
language capabilities.
• Personality tests: Personality tests can show a candidate’s
character strengths and whether they have behavioral traits that are
necessary for the role.
 I N T E RV I E W

• An interview is a structured conversation where one participant

asks questions, and the other provides answers. 
• "interview" refers to a one-on-one conversation between
an interviewer and an interviewee .
• Types of interview : 
• Structured Interview − In this type, the interview is designed and
detailed in advance. A structured interview is pre-planned,
accurate, and consistent in hiring the candidates.
• Unstructured Interview − This type of interview is an unplanned one,
where the interview questionnaire is not prepared. Here, the effectiveness
of the interview is very less and there is a tremendous waste of time and
effort of both the interviewer and the interviewee.
• Group Interview − In this type of interview, all the candidates or a group
of candidates are interviewed together. Group interviews are conducted to
save time when there is a large number of applications for a few job
vacancies. A topic will be given to discuss among the candidates and the
interviewer judges the innovativeness and behavior of each candidate in the
group.