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Talent Acquisition - Everything You Need To Know

Talent Acquisition Service is different from recruiting service because it involves a long-term strategy and the search for highly specialized profiles. Find out in this article how best to do it, which channels to use and how ATS software can help you.

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Talent Acquisition - Everything You Need To Know

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  1. Talent Acquisition: Everything You Need To Know

  2. Introduction : Talent Acquisition Service is different from recruiting service because it involves a long-term strategy and the search for highly specialized profiles. Find out in this article how best to do it, which channels to use and how ATS software can help you. Finding and attracting talent is one of the most important objectives of a company that tends to grow and wants to continue to do so, but also of a company that is going through a difficult time and knows that it needs to invest in people in times of crisis.

  3. 01 What is Talent Acquisition?

  4. What is Talent Acquisition? : Let’s start with a definition of Talent Acquisition. These two words refer to the process of identifying, attracting and selecting candidates who have the right skills to meet a company’s needs. The objective of the Talent Acquisition team is therefore to identify, attract, evaluate and hire personnel who not only fill vacancies, but who can make a difference, i.e. specialists, leaders, managers, etc. It has to be said that the Talent Acquisition team may be part of the HR department or may be a separate department working together with it. Usually, in companies, the first situation occurs.

  5. In general, however, those involved in Talent Acquisition have expertise in employer branding strategies, recruiting marketing tactics, sourcing (head hunting), candidate assessment and are aware of any initiatives taken by the company to recruit new people. Karma Management also provides various different services like temp staffing under HR services, vendor audit, establishment compliances services and much more.

  6. 02 How To Do Talent Acquisition?

  7. How To Do Talent Acquisition? : So how to do Talent Acquisition? First you have to aim for a strategy that is the result of collaboration between the various departments in order to identify the right people. Then you have to consider the Talent Acquisition process in all its parts, bearing in mind that each step is quite complex.

  8. In general, this process involves several. These are: • identification and communication of the employer brand • definition of recruiting marketing tactics and channels • candidate engagement campaigns (social media, SMS and email marketing) • recruiting and selecting the best candidates • interview and assessment • evaluation of what they have done so far • choosing the best candidates • recruitment and on-boarding Karma says, for a Talent Acquisition strategy to work, there must be a number of indispensable aspects: the Employee Value Proposition, employer branding, the ability to find new personnel on the market, a data-driven approach and technologies such as ad hoc software.

  9. 03 The Importance of data for the Talent Acquisition?

  10. The importance of data for Talent Acquisition? : Equally important is to use data from what the company already has. It is important not only to forecast the roles to be filled, industry trends and so on, but also to take stock of past Talent Acquisition Service experience to fill those roles. In addition, it is important to build a quality talent pipeline, perhaps using ad hoc software such as In-recruiting that allows you to monitor candidates and record all the most significant aspects of a search and selection process. Equally important is to work collaboratively with all the people who can contribute to Talent Acquisition (contact persons in the various departments, hiring managers, etc.).

  11. 03 Who are the Talent Acquisition proffessionals?

  12. Who are the Talent Acquisition proffessionals? : • As we were saying, those who deal with Best Talent Acquisition Companies might form a separate team from those who deal with HR. In general this team should be composed of • recruiters, both junior and senior • source i.e. someone who is an expert in direct candidate hunting strategy • HR manager • talent acquisition manager • recruiting marketing specialist

  13. In this way it would be a complete team because the sources can provide a constant flow of people. The junior recruiters would do the initial screening of candidates and then pass the ball to the more experienced recruiter who could then schedule interviews. While the HR manager could check the salary and make an offer to the candidate. Obviously, this would be the ideal team, but if you cannot have all these people, surely the investment to be made is in the figure of the talent acquisition manager, who is in charge of coordinating and managing the entire process over time and avoids the hints. Such a figure in fact knows the company inside out, understands its internal processes, identifies gaps and knows how best to manage everything.

  14. THANK YOU For more details , visit https://karmamgmt.com/services/human-resource-services/global-talent-acquisition/

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