I don’t think you need me to write the exact definition of talent acquisition, right? We all know it means sourcing and hiring new talent.
Instead, let’s have a more in-depth look at what it is- its processes, strategies, from the beginning to end.
Table of Contents
What is talent acquisition?
A talent acquisition process begins when the organization creates/notices an empty position to be filled. Talent acquisition indicates the efforts towards finding the most compatible and culturally-fit candidate for the organization.
You need to identify the values and requirements of the organization and check if it aligns well with that of the candidate.
The talent acquisition role comes under the field of Human Resources/ People Operations. Their goal is to ensure an effective hiring process that will help the organization fill the gap between the goals and the requirements of the organization.
They are still different from hiring managers. While hiring managers’ major goal is to fill open positions, talent acquisition professionals focus on long term goals of the company. They create new strategies to optimize the hiring process and meet the requirements.
Building a talent acquisition process
Talent acquisition is a 6 step process, which is similar to recruiting but not totally.
Lead generation
This is the first step of the entire process to acquire talent- this includes an effective job advertisement. They need to check out all relevant social media channels, industry forums, and more. Targeting these platforms can help you reach the correct target audience based on your research and requirements.
These platforms also help you create meaningful connections hence creating a wide talent pool.
Attraction of talent
Through the correct employer branding and an enhanced candidate experience, you can create a strong company reputation and a culture where people would want to work.
Your candidate experience should be engaging, where you update them about every step. Even if you reject a candidate, keep in touch with them post the process as they can prove to be a better fit later.
Interviewing/Assessing the candidates
This is one of the most obvious steps of any hiring process. Interviewing and assessing the candidates is mandatory to figure out how well would the candidate be able to fit within the organization- both culturally and also in terms of skills.
Prepare insightful questions for the interview process- technical questions are important, but it is more important to understand their professional behaviour and values.
Background reference check
Most companies follow the pattern of reaching out to the previous employers in order to understand more about the candidate and their behaviours. Prepare a list of questions for this as well in order to make sure that nothing is missed out.
Choosing the candidate
After all the steps comes one of the most important steps- choosing the right candidate. When you find someone who seems like a good fit for the role, you can roll out the offer letter to them.
Inform the candidate about the same, and if they take the offer, prepare for the next step:
Onboarding
Ensure that your candidate receives a seamless employee onboarding process where they get to understand their teammates, seniors, and the organization.
Your onboarding should cover all the important functioning patterns of the organization, provide them with their work email id, communication platform, and other important information.
Assign a buddy to them to whom they can reach out for any queries without hesitation.
Creating a talent acquisition strategy
There’s no one strategy that will help all organizations. It needs to be customized according to the organizational requirements and goals, size of the company, competitor environment, and more.
Here are a few tips to keep in mind while creating strategies for talent acquisition:
It should be aligned your company goals
Figure out what your company goals are for a next specified number of years and build your talent acquisition framework accordingly. Make sure to measure your outcomes as well.
Employer branding is a must
Your brand name will be the most important marketing key for your company’s vacant positions. Your new candidates will be attracted by seeing what the organization does for its employees.
Go for a data-driven process
Focus on the data you received through the previous hiring methods and see what worked out the best for you. Data-driven initiatives offer the most efficient results.
Use an Applicant Tracking System
An applicant tracking system is a must to conduct an ideal talent acquisition process in a seamless manner. From managing a database of candidates, storing data, to updating every step in the process, an ATS does everything for you. Check out SpringRecruit, a free applicant tracking system for recruiters.
FAQ
What are the standard steps of a talent acquisition process?
The standard steps of a talent acquisition process are:
- Lead generation
- Attracting talent
- interviewing/assessing the candidate
- Choosing the candidate
- Onboarding process
What are the objectives of talent acquisition?
The major objective of talent acquisition is to get an efficient hire who helps in achieving long-term goals of the IT consulting company and can drive its potential.
What are the challenges of talent acquisition?
Some common challenges in talent acquisition are:
- Finding great talent for the organization
- Building an effective employer brand
- Ensuring an engaged candidate experience
How do you develop talent acquisition strategies?
A few common things to keep in mind when when building a TA strategy is:
- Keep the company goals aligned.
- Creating a good employer brand
- Choosing more data driven processes
