A LinkedIn reports states that 83% of recruiters consider talent to be the vital criterion while recruiting the employees as per the role defined in the organisation
Talent acquisition is an ongoing strategy to find experts, leaders and officials for your organisation, which could be at any level - junior, mid or top management. A LinkedIn reports states that 83% of recruiters consider talent to be the vital criterion while recruiting the employees as per the role defined in the organisation.
“Like every other management system, recruitment too has evolved and undergone a sea of changes in the past few years. While recruitment is a need-based activity, talent acquisition (TA) is a continuous process,” said Achal Khanna, CEO, SHRM India.
A robust TA strategy ensures that through extensive research and constant dialogue HR is able to build a pipeline of the best candidates with the right skill sets who can be brought onboard when a job opening comes up. The retention rate under such a system is higher because of the thorough investigation that goes into bringing together this group of promising candidates using data and analytics,” Khanna added.
This brings us to the biggest tool of talent acquisition in 2018 – technology.
HR managers are now expected to have a complete understanding of technology in order to hire the right talent.
This includes the applicant tracking system (ATS), social media platforms, career sites, interviewing tools and recruitment candidate relationship management (CRM) system.
Another technological tool that is helping organisations in ‘right hiring’ is manpower planning wherein the department-wise hiring needs are forecasted a quarter/year beforehand depending on company’s requirements and this helps the HR in avoiding over-hiring or under-hiring.
Job portals form a critical part of the TA procedure as it’s an automated process with the unlimited database, where you can also filter your search as per your parameters and the profiles are authentic and verified.
These job portals, in fact, play a huge role in the TA process when it comes to CXO level hiring, as it not only considerably reduces your time of hiring.
It also helps you completely with respect to a reference check and above all the confidentiality is maintained.
Vidur Gupta, director, Spectrum Talent Management, says “Hiring at the senior level is the most critical task for the TA department. It can be a strenuous process as any mismatch at this level can cost them heavily. Not only does it impact the bottom line, but can also disturb the overall harmony.”
Talent acquisition is the base step to building a workforce which eventually leads to successful businesses.
The writer is manager, HR, SILA
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