Talent

Management
VS Talent
Acquisition
By :
Hossam Elsayed
Yassin Fathy
 No. Item Page
1 Introduction Video 3

2 What is Talent management ? 4

3 What is Talent acquisition ? 6

4 Talent acquisition vs. talent management 8

5 Scope of Executive involvement 11

Table of 6 Operational importance 13

content 7

8
What is talent management model ?

Strategies for effective talent management ?

22

28

9 How to recruit top talent ? 34

10 Case study of succession plan 43

11 Conclusion 45
What is talent management?
Talent management is the ongoing process of building
relationships with employees and assisting in their
professional development. This can include providing
advancement or educational opportunities for employees,
monitoring performance and progress and providing
opportunities for employees to maximize their talents.
Talent management teams typically
* Coach and monitor employee to
encourage development
* Create and deploy employee
development and training programs
* Build hiring and succession plans to
encourage talent diversity
* Reward and promote employees
who meet or exceed company
expectations
What is talent acquisition?

Talent acquisition is the process of attracting,

hiring and onboarding well-qualified employees.
This entails everything from advertising for open
positions, crafting a brand image that attracts the
right employees and fostering a positive,
innovative work culture.
Talent acquisition teams typically:

* Build a strong brand image and foster trust

between the public and the brand
* Build and manage hiring funnels to make the
process more efficient
* Create relationships between the company and
other organizations, such as talent networks or
staffing agencies
* Create job applications, process candidates and
perform interviews
Talent acquisition vs. talent management

While talent acquisition and talent management are part of the same
process, their duties and purposes differ. Here are some key distinctions
between these processes:

General purpose

The fundamental difference between talent acquisition and talent

management is their purpose. Where talent acquisition focuses on
finding qualified, skilled employees, talent management focuses on
keeping employees and developing their skills.
Talent acquisition vs. talent management

Talent acquisition professionals may focus on advertising campaigns

and refining the interview process to find the best candidates from a list
of potentials. A talent manager's duties may include
building professional development programs to encourage internal
growth and company innovation.
Both processes rely on the skills of the employee and the company's
overall commitment to hiring skilled candidates. To attract the right
talent, a business creates a brand image that's appealing, then focuses
on strengthening talent and catering to employee needs.
Talent acquisition vs. talent management

Talent acquisition often relies on good talent management because

attracting the right talent is only the first step. Building an employee's
expertise ultimately benefits the business as well because it maximizes
employees' technical skills and how they apply them to the company's
needs.
Scope of executive involvement

Another key difference is the involvement of the company

executives. While some executives may take part in the hiring
process or even help make it more effective, the HR
department typically oversees the process. Talent management
is also part of the HR department's duties, but a business
executive may become more involved to create an innovative
workforce and a line of succession for the company.
Scope of executive involvement

Executives often like to understand who works for them and

how they add value to the company. They can even become
official sponsors of talented employees or those who have
great potential. Company executives typically aren't at the
forefront of the hiring process, focusing instead on developing
the resources and talent already within the business.
Operational importance

Talent acquisition and management are both crucial to business

operations. The talent acquisition process is crucial because it
ensures the company is hiring the right people and matching
potential candidates' skills and talents with its specific needs.
This helps make hiring more efficient, reduces turnover and
saves the company money on advertising and other hiring costs.
It also helps create hiring pipelines, which are queues of potential
candidates for future hiring needs. This allows the company to
access employable candidates when it needs new talent.
Operational importance

Talent management benefits the company by focusing on

creating long-term employee relationships and maximizing the
value that talent brings. This process helps employees develop
their professional skills through education, experience and
training.
A more-experienced, well-educated employee typically provides
greater value. If the company helps employees develop
themselves, they may become more loyal, which can reduce
turnover and hiring costs.
Budgeting

Businesses typically allocate different budgets to

talent acquisition and talent management, depending
on its current needs and employee goals. For
example, if a company is aggressively hiring to meet
expanding business needs, they might focus more
financial resources on talent acquisition efforts
instead of talent management.
If the company is focusing on internal growth and
development, they might allocate more resources to
talent management. Some companies create one
budget for both talent acquisition and talent
management, but many businesses provide separate
funds for different employment needs
Processes

Talent acquisition and talent management typically

follow different processes. The act of hiring a new
employee differs from managing an employee
because it depends on a funnel. A hiring or talent
acquisition funnel typically comprises the
following steps:
Awareness

 The employer notices a

candidate and the potential
value they might offer the
company.
Consideration

The company considers

the candidate for
employment by reviewing
their credentials and
experience.
Interest

The company becomes

interested in the candidate,
potentially contacting them
or reviewing further
credentials.
Application

The candidate completes a hiring

application and submits their
resume for review. Then, they
typically participate in a hiring
interview.
Selection

 The company reviews its

potential candidates and selects
the best one for the job.
What is the talent management model?

A talent management model is a visual

representation of the process that companies
take recruiting, training and developing
talented employees. While there is no
standard talent management model, the basic
process that companies follow within the
process model is:
Planning

This is the first step that involves identifying what human

capital needs the organization has and creating job
descriptions that align with those needs.
Attracting 

This is the second step that involves posting the job

description to job boards and websites in order to attract a
sufficient number of qualified candidates.
Selecting

This is the process of evaluating and interviewing candidates

to find the individual who is best suited for the job.
Retaining

 This step involves offering growth opportunities,

encouraging professional development and offering
rewards programs and training for more involved
positions.
Transitioning

 This is the part of the journey where the organization

offers retirement benefits, completes succession planning
and conducts exit interviews, all of which are important
transition tools for both the employee and employer.
Strategies for effective talent management
Here are six different talent management strategies
you should implement within your organization:

1. Create concise job descriptions

It's important to create a job description that's clear
and concise in order to attract the best, most qualified
candidates for a position. Your job description should
include, at a minimum, the job title, primary
responsibilities, required and preferred skills, salary
and benefits, work relationships and any tools or
equipment that candidates must be qualified to use.
Strategies for effective talent management

2. Evaluate candidates for cultural fit

You should also take into consideration how
candidates will fit into your company culture. In many
cases, you need to use your own best judgment to
evaluate cultural fit. As you screen candidates, take
note of the level of passion they express for the
industry and position, the language they use, their tone
of voice and the personal values they share.
Strategies for effective talent management

3. Offer mentoring and coaching

Employees who receive regular constructive feedback
and encouragement are often happier and more
productive in their roles. To keep your team members
engaged, offer constructive feedback on a frequent
basis along with an appreciation for their efforts. Focus
on developing a culture of trust between employees
and managers so they know they can come to you or
other managers for feedback and encouragement.
Strategies for effective talent management

4. Encourage professional development

Employees who are offered the opportunity to grow
professionally and challenge themselves are more
likely to stay with your organization for extended
periods of time. Meet with your team members on a
regular basis to identify areas in which they want to
grow and improve. Encourage them to look for outside
opportunities to enhance their skills or consider
offering training within your own organization to help
your team members grow professionally.
Strategies for effective talent management

5. Offer a rewards program

Rewards and recognition programs are important for
helping employees feel appreciated, especially when
they exceed the expectations for their role. If your
entire team exceeds their goals, you may want to
consider offering some type of bonus. If a single
employee performs at a level that exceeds
expectations, then you may want to consider a cash
reward or gift.
Strategies for effective talent management

6. Provide career path assistance

Employees are often more engaged with an
organization when they see long-term professional
growth. While it's important to be honest with
employees about future growth opportunities, you
should work closely with team members to identify
their skills and strengths and help them develop a
career path that they're interested in.
How to recruit top
talent ?

Here are steps you can take

to recruit top talent, either
as an HR professional or a
hiring manager:
1. Create a positive workplace culture

One of the most important parts of recruiting and

retaining top talent is having a positive workplace
culture. Current employees may be more likely to
refer their talented friends for positions within the
company, which can grow your talent pool. The
high-quality employees you already have can also
develop their skills in a positive workplace, which
grows your internal talent.
While a positive workplace culture requires
owners and executives to be involved, HR and
managers also play an important role in
developing a company's culture. Having policies
to prevent and resolve problems quickly can help
create a positive work culture. Ensuring the
workplace is welcoming and free from
harassment or discrimination is another necessary
component.
2. Develop effective job descriptions
Job descriptions are often a candidate's first
introduction to an open position, whether a friend sends
them the information, a recruiter provides it to them, or
they find it on a career page or job site. The job
descriptions created for a company are as effective as
possible. While including a list of the role's
responsibilities and qualifications is useful, it's also
helpful to include information about what it's like to
work at the company or how a candidate can benefit
from working there.
Top talent may be interested in a job description that
discusses the basics of the job and includes relevant
information about the company or industry. For
instance, a software developer likely wants to know
what training they need, what programming languages
the company uses and what types of software you're
developing. These are all important pieces of
information for deciding if a job is a good fit. Including
what makes the company special and how an individual
could thrive and improve the company can make the
position even more desirable
3. Know your best sources for talent

There are many ways to find candidates for open

positions, including the company's career site, job
boards, external recruiters and employee referrals.
How a company finds candidates is often unique to
each company and industry. In a highly competitive
industry, a company may rely on recruiters and
referrals, whereas a company with a large, quality
candidate pool may post job openings online.
Effective recruiting usually involves targeting several
talent sources and conducting regular analysis of
what’s most useful for the company and the areas in
which it could grow. If top talent isn’t applying to the
company through its career site or job boards, you
may need to concentrate on recruiting passive
candidates, asking employees for referrals or using
external recruiters.
4. Plan interviews based on talent

Most companies have a standardized interview process

all candidates have to complete. This might include
a screening interview with a recruiter or HR staff
member, any necessary skills assessments, an
interview with the hiring manager and possibly their
team, a reference check and an offer. While this is an
effective method for most candidates, if you have a
candidate, you’re extremely interested in hiring and
you want to move quickly, you might decide to change
the process.
Some ways you could do this include having the hiring
manager perform the screening interview, having the
candidate meet multiple team members at the same
time or during the same visit and creating a standard
list of questions to ask every candidate. If you have a
positive feeling about a candidate early on, you could
check their references while scheduling the next
interview to speed up the process. Using professional
recruitment software to track candidates and compare
feedback from each interviewer can also help you
evaluate people quickly.
5. Verify candidates' credentials

Once you're ready to make an offer to a

candidate, it's important to verify their
credentials. Making sure that the people
you hire meet the company’s qualifications
and can perform well is an important step
in recruiting top talent. This might include
verifying a candidate’s education and work
experience.
6. Make an offer fast

If you have a candidate you want to hire and

you’ve verified their credentials, making an
offer fast is important. Many candidates
anticipate lengthy hiring processes, but someone
who’s actively looking for work may have other
offers or be interviewing elsewhere. 
Most highly qualified candidates are aware of
their qualifications and the demand for their
skills, so showing confidence in them can help
them see why the company you work for is the
right fit. Being ready to offer a job to the ideal
candidate can help you fill the position quickly
and allow you to be more competitive with any
other offers they’ve received.
7. Stay in contact with quality
candidates

If there are high-quality candidates that

would’ve been a good fit for the company,
but they either declined your offer or you
chose a slightly more suitable candidate,
it's helpful to maintain contact with them.
You may find a position that's a better fit
for them, or they might reapply to the
company in the future. They may also
grow useful skills over time that could
make them more valuable to the company.
If you believe a candidate is the best talent
in your industry, stay in contact with them
and find a way to hire them later.
CONCLUSION

Talent Management means investing in an organization’s most

important resource – its human capitals.
THANK YOU

"The strength of the team is each individual

member. The strength of each member is
the team.“