TM_ UNIT 2_Talent Acquisition

1. Talent Acquisition:
2. Strategic Trends in Talent Acquisition, Talent acquisition management
solutions.
3. Strategic view of recruitment & selection. Recruitment Process,
• There are four types of employees; and, these employees are
some of them are workhorses. They have a high
performance, and as compared to their potential, the
performance is high, and potential is comparatively low.

• But, there are the employees who are having high

performance and high potential, and such employees are
called the stars employees. So, whenever we are talking
about the stars employees, they are called the talented
employees.
 How do you identify your critical talent
• Critical talent are the people who create the value an organisation needs
to succeed.
• Answering the following questions will help to isolate these groups and
individuals.
1. Which strategies, skills and capabilities are crucial to your current and
future success.
2. What emerging workforce trends (e.g. supply and demand of engineers )
will impact your ability to delivery value.
3. Who supports your critical segments of talent within their network ? Are
these supporting people difficult to replace ?
4. Within your critical workforce segments, who possess the greatest and
future potential?
 Talent acquisition
• Talent acquisition is the process of finding and acquiring skilled human labor for
organizational needs and to meet any labor requirement.
• When used in the context of the recruiting and HR profession, talent acquisition
usually refers to the talent acquisition department or team within the Human
Resources department.
• The talent acquisition team within a company is responsible for finding,
acquiring, assessing, and hiring candidates to fill roles that are required to meet
company goals and fill project requirements.
• Talent acquisition is a strategic function of an organization, encompassing talent
procurement, but also workforce planning functions such as organizational talent
forecasting, talent pipelining, and strategic talent assessment and development.
• Talent acquisition professionals are usually skilled not only in sourcing tactics,
candidate assessment, and compliance and hiring standards, but also in
employment branding practices and corporate hiring initiatives.
• Talent Acquisition also includes
– Employer Branding
– HR Planning
– Job Analysis
– Recruitment
– Ensuring Diversity
– Compliance
– Developing a strong pipeline of candidates to meet future
HR requirements .

Talent acquisition process runs around three key aspects

Attraction
Selection
Attrition
What is the difference between Recruitment and
Talent Acquisition
• Talent Acquisition means a view of not only filling positions, but also utilization of
the candidates and their skills that come out of a rigorous recruiting process as a
means to fill similar positions in the future also.
• These future positions can be identified today by looking at the succession
management plan, or by analyzing the history of attrition for certain positions.
This makes it easy to predict that specific openings will occur at a pre-determined
period in time
In few cases of Strategic Talent Acquisition, clients will recruit today for positions
that do not even exist today but are expected to become available in the future.
• Taking the long term strategic approach to talent acquisition has a huge impact on
how an approach is made to a candidate.
• Recruitment – In this résumés are invited for a vacancy
• Selection - Screening of only relevant or best matching candidates.
• Hiring process - Time frame from the period of requisition of man power being
made till the person actually joining.
• Talent Acquisition - Acquiring of “talent”
 Unit2_ Strategic Trends in Talent Acquisition.
 Artificial Intelligence
 Use Of Social Media for Talent acquisition
 Data Driven Recruiting
 Prioritizing Wellness and work Life Balance
 Cultivating Talent Growth
 Increased Internal Mobility
 Diversity, Equity and Inclusion ( DEI) Initiatives
 Strategic Workforce Planning
 Innovature BPO: Expertise in Fast and Proficient Recruitment for US clients
Innovature BPO has emerged as a leading player in the talent acquisition
space, specializing in providing efficient recruitment solutions tailored to
the needs of US-based organizations.
Artificial Intelligence
• Many Organizations are harnessing the ability of AI to draw various meaningful
insights from huge amounts of data about candidates & reducing the dependence
of physical manpower by automating many labor intensive , repetitive tasks
involved in talent acquisition.
• Objective of AI is to have a more intelligence driven hiring system that enables
talent acquisition professionals in entire process with higher precision in selecting
the right candidate
• Now various Application Tracking System ( ATS) are in place that can scan large
number of resume data base to do necessary screening and filtration
• Even chat box are used in screening candidates which saves considerable amount
of cost & time that too with better precision.
• AI powered systems are capable of using human-like reasoning to the
problems .These AI-based computers are helpful in increasing recruiters
effectiveness by sourcing “hidden “ and passive candidates analysing facial
expressions and sentiments during interviews, removing bias from job ads,
predicting best fit and more.
• With rise in usage of smart phones, companies are shifting their talent acquisition
drive to mobile platforms which makes it easier for applicants to browse through
jobs and apply from any where .Mobile phones have text alerts that signals
candidates when there is a requirement in companies of their choice.
Use Of Social Media for Talent acquisition
• Another technological advancement in the form of social media
channel for hiring is becoming very popular.
• This approach uses different social media networks ( such as
linkden , facebook, twitter ) & other online sites (such as job
boards , blogs , forums and other websites including Glassdoor )
to identify , attract and select the right candidate .
• Social media also helps in building a relationship with the
candidate to encourage them to apply for the job.
• It is also helpful in getting additional information such as
personality, behaviours, inner thinking patterns feelings and
emotions , which are helpful in making the right hiring decisions.
• This approach is targeting millennials & Generation Z candidates
who are tech- savvy and use social media much more than other
generations.
 Talent acquisition management solutions
• Employee Planning.
• Sourcing, Recruiting, Interviewing, Hiring (Talent Acquisition)
• Performance Management and Employee Feedback.
• Formal and Informal Learning.
• Compensation & Rewards.
• Career Development and Pathing.
• Succession Planning and Leadership Development.
Recruitment Process
 The systematic approach to Recruitment

• Definition: “Recruitment involves searching for and obtaining potential job

candidates in sufficient numbers and quality so that the organization can
select the most appropriate people to fill its job needs”. (Dowling and Schuler,
1990)

• Recruitment is the process of searching for prospective employees and

stimulating them to apply for the jobs in the organisation. Recruitment refers
to the attempt of getting interested applicants and providing a pool of
prospective employees so that management can select the right person-for
the right job from this pool. Recruitment is a positive process because it
increases the selection ratio by attracting a large number of applicants for the
advertised jobs. Recruitment enables the management to select suitable
employees for different jobs. In simple terms, recruitment is understood as
the process of searching for and obtaining applicants for jobs, from among
whom the right people can be selected.

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 Objectives of Recruitment

The overall aim is “to obtain at minimum cost the number and
quality of employees required to satisfy the human resource
needs of the company”. (Armstrong, 2001:385)
The aims of recruitment are:
 To obtain a pool of suitable candidates for vacant posts
 To use and be seen to use a fair process
 To ensure that all recruitment activities contribute to company goals and a
desirable company
 Image to conduct recruitment activities in an efficient and cost-effective
manner `1

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 Recruitment Process

*Source : “Human resource management text & cases -- Aswathaapa 18