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Stages of A Talent Acquisition LifeCycle 2023

The talent acquisition lifecycle is also known as full-cycle recruiting or end-to-end recruiting. It is called this because it looks at the entire process from start to finish and is usually completed by one single person. <br>This presentation will walk you through the different stages of the talent acquisition lifecycle.

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Stages of A Talent Acquisition LifeCycle 2023

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  1. What Is A Talent Acquisition Life Cycle • The talent acquisition lifecycle is also known as full-cycle recruiting or end-to-end recruiting. It is called this because it looks at the entire process from start to finish and is usually completed by one single person. • Some HR teams have one person for each stage while the majority of small to mid-size companies have one recruiter or hiring manager handling it all.

  2. Stages Of Talent Acquisition • Preparing • Sourcing • Screening • Selecting • Hiring • Onboarding

  3. Preparing This stage is all about gathering information from the hiring manager. The recruiter will need to get a clear description of the position they are filling. It is best if the recruiter can also get a type of wish list from the hiring manager.

  4. Sourcing The best way to access passive candidates is through social media recruiting. This is easy to do because most social media applications are free to use and are a fantastic way to reach the masses. The most common sites include Facebook, LinkedIn, and Instagram.

  5. Screening This stage is called screening because the recruiter will be reviewing applications and only keeping candidates that they believe are qualified. This stage is made easier if the recruiter keeps the hiring manager’s wish list and job description in mind. Although it is nearly impossible to find every characteristic and work history preferred, having that information easily narrows down the list of applicants.

  6. Selection • Once the screening of the applicants is complete the recruiter will want to schedule interviews. • Resumes are great at getting a snapshot of the candidate but having a one-on-one interview is a fantastic way to confirm if they are a good fit.

  7. Hiring • Once interviews are completed, it is time to look at each candidate as a whole. • Gather their resume, notes, and any additional documents and compare the candidates that you believe may be a good fit for the position.

  8. Onboarding • Now is the time to bring them in to complete all necessary paperwork. During the onboarding process is the time to talk about details that may not have been mentioned in the interviewing process. • Topics such as getting paid, time off requests, setting up benefits, etc. This is the time for you to tell the employee anything they need to know about how the company works. Make sure to let the employee know how to contact you in case questions arise after they leave the onboarding session.

  9. Thank You

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