Talent Acquisition in HR management

1. MIT School of Distance Education What is Talent Acquisition

2. What is Talent Acquisition in HRM ? • Talent acquisition is a critical function within Human Resources (HR) management that involves identifying, attracting and acquiring skilled individuals to meet an organization's staffing needs and achieve its business goals. • Effective talent acquisition goes beyond traditional recruiting by incorporating strategic planning, employer branding, and a comprehensive understanding of the organization's talent requirements. • Talent acquisition is a continuous human resources initiative aimed at securing highly skilled individuals in accordance with an organization's overarching business objectives, irrespective of immediate job openings.

3. Key aspects of talent acquisition in HR management 1) Strategic Planning: Align talent acquisition strategies with the overall business strategy and objectives. Anticipate future workforce needs and develop plans to address them. Consider the long-term goals of the organization and how talent acquisition can support them. 2) Employer Branding: Build a positive and attractive employer brand to make the organization stand out in the job market. Leverage online platforms, social media, and other channels to showcase the employer brand. 3) Recruitment Marketing: Use marketing principles to promote the organization as an employer of choice. Develop engaging job descriptions and advertisements. Utilize social media, career websites, and other channels to reach potential candidates.

4. Key aspects of talent acquisition in HR management 4) Candidate Experience: Prioritize a positive experience for candidates throughout the recruitment process. Ensure that communication with candidates is transparent and provide feedback promptly. 5) Technology Integration: Implement and leverage HR technology tools such as applicant tracking systems (ATS) to streamline recruitment processes. Explore the use of artificial intelligence and machine learning for resume screening and candidate matching. 6) Diversity and Inclusion: Actively seek diversity in the candidate pool and create an inclusive hiring process. Promote a workplace culture that values and celebrates diversity.

5. Key aspects of talent acquisition in HR management 7) Data-driven Decision Making: Use analytics to assess the effectiveness of recruitment strategies. Monitor key performance indicators (KPIs) such as time- to-fill, cost-per-hire, and quality of hire. Adjust strategies based on data insights. 8) Continuous Improvement: Regularly review and update talent acquisition processes. Seek feedback from both hiring managers and candidates for process improvement. 9) Collaboration with Hiring Managers: Collaborate closely with hiring managers to grasp their unique requirements. Foster collaboration to ensure alignment between business goals and talent acquisition strategies.

6. 5 Steps in Talent Acquisition Process Step 1 – Inbound Marketing : As a talent acquisition manager, your objective is to draw top talent to your organization without actively searching for them. This involves establishing a compelling employer brand, launching recruitment marketing initiatives, and monitoring inbound leads that can transform into successful hires. Step 2 - Outbound marketing : To effectively recruit top talent, utilize a strategic combination of inbound and outbound marketing. Actively promote job opportunities through social channels, paid advertisements, and automated email campaigns. Craft smart job descriptions to attract the right candidates. Step 3 – Filtering and selection : In talent acquisition, it's not about hiring just anyone interested; it's about carefully checking and evaluating candidates based on specific factors Education (though some companies focus less on this now),Skills and expertise in the field, Personality and how they work, Career goals and if they align with the company, Fit with the company's values and culture.

7. 5 Steps in Talent Acquisition Process Step 4 - Conversion and onboarding : The initial steps in talent acquisition aim to turn an applicant into a confirmed hire. At this stage, individual recruiters manage the candidate experience, guide them through the process, and negotiate salary and benefits. While HR and managers handle the formal onboarding, which includes initial training and ongoing evaluations in the first few weeks. It's about making the new employee feel welcome and ensuring they're set up for success. Step 5 - Continuous improvement : This step is crucial for making your talent acquisition process better with each hiring round. A study discovered that 30% of new hires leave within their first 90 days! So, it's important to regularly assess and support employees during this early period to keep them engaged. Feedback from new hires can also provide valuable insights for enhancing the overall hiring experience.

8. 4 Best Practices for Talent Acquisition 1) Seek potential in individuals, not just their current performance 2) Prioritize internal mobility 3) Rethink who falls under talent acquisition 4) Advertise strategically

9. Master Talent Acquisition with PGDM in HR Management It is essential for Human Resource Management professional to learn how to manage Talent Acquisition in an Organization. The PGDM Human Resource Management course teaches you how to find the right people for a job, train them well, decide on fair pay and benefits, evaluate their performance, plan how the organization should be structured, prepare for the future by identifying potential leaders, and make sure good employees stick around. With MITSDE’s Post Graduate Diploma in Human Resource Management course learn skills like Communication, Organization , Flexibility, Patience , Negotiation, Compassion and Commitment.

10. Why MITSDE ? • Understand the basics of Human Resource Management • Learn the analytical skills for demand and supply forecasting • Understand the various career stages and career planning strategies • Learn the Human Resource Information Systems tool • Understand the International HR practices and the latest trend of E-HRM

11. Potential Careers Opportunities On completion of the course, you can be hired in various sectors in exciting roles namely: 1. Payroll Manager 2. Recruitment Manager 3. HR Manager 4. Learning and Development Manager 5. Employee Education Consultant 6. Head Hunter - Freelancer

12. About US MIT School of Distance Education is one of the largest distance learning center in India. We offer various Post Graduate Diploma and Certificate programs & Online MBA Course across various industry sectors that include Operations Management, Project, Information Technology, Banking and Finance, Digital Marketing, Business Analytics and many more. MITSDE has, an online assessment system, flexi-learning approach and provides state-of the-art Learning Management System (LMS) which is in line with its mission 'flexible learning opportunities anywhere, anytime, and to provide ultimate convenience, ease, and flexibility to our students.

13. Advantage of learning with MITSDE o Self-paced learning o Regularly updated syllabus o Live webinars and doubt solving sessions o Industry-relevant course offerings o Quick and highly-responsive student o Courses taught by Industry Experts support o Affordable courses o Dedicated student support team o No cost EMI options

14. Placement Record at MITSDE MITSDE has a dedicated Placement Cell providing 100% placement, CV building workshops and Career Counseling. Our Student Placement :

15. Placement Record at MITSDE

16. Contact Us Address: Email ID: admissions@mitsde.com MIT Alandi Campus, Pune Moshi-Alandi Road, Alandi-412105,Pune Maharashtra (India) Website: www.mitsde.com Phone: 9112-207-207 / 9028-258-800

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