Over the years, the human resource has become more powerful and strategical. Technology has made it possible! However, despite all the innovation in the HR domain, recruiting is a complex activity. Talent acquisition which is one of the fundamental HR processes makes hiring a complicated affair.
Why is talent acquisition still complicated though we have the most advanced technologies available?
Organization’s industry type, business needs, culture, location, and ready to join talent-pool influence talent acquisition process significantly. Moreover, the practice of sourcing, assessing, and hiring differs across geographies. What works for one doesn’t always work for other! We cannot build a universal model for a perfect talent acquisition practice. On the other hand, maybe we are still stuck between the conventional and modern methods.
Maybe we need to get over the orthodoxies of recruiting or find a mid-way. A right amalgamation of talent acquisition strategies and technological resources would bring the change. Organizations should practice the fundamentals first which can be further improvised with more advanced technical aspects and customized requirements.
The following three steps would help you understand what should you include in the list of necessary talent acquisition practice:
Strategize & Organize
A high-performance talent acquisition starts with insights gained through careful exploration of organizational data including talent management, business priorities, core HR, etc. The modern day HR fraternity refers it as People Analytics or Big Data. It’s a serious HR activity which needs to be implemented in high-performance organizations. Such organizations can easily keep a constant pulse on their needs and adjust talent acquisition accordingly. Here, the activities belong to the planning stage, but the power the main activities happen at the source level.
Recognize & Assess
It denotes the majority of activities in the talent acquisition processes which happen in most of the organizations. It involves efforts to identify and evaluate talent. Moreover, it covers key practices like video interviewing, behavioral assessments, CRM, employee referral management, candidate relationship management, Boolean and Semantic search.
Obtain & Engross
It comprehends the hiring and onboarding activities which take place once you find and select a viable candidate. Further, it includes extending and negotiating the offer to pre-boarding and the socialization of new-hire. The ultimate goal is to sustain momentum for the rest of the talent acquisition activity. It would convert new hires into engaged employees.
A right set of talent acquisition is nothing but following the fundamentals, utilizing the best technological resources available, and discard the age-old recruiting practices. When you can achieve a perfect set of talent acquisition strategies, it would reflect positive brand image!