Talent acquisition refers to the ability of an organization to recruit potential candidates to meet its operational needs. It is that glue that bonds any thriving organization with a doable talent within the market.

It makes little sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.

Steve Jobs

This popular quote by an American business magnate like Steve Jobs highlights the benefits that can be obtained from acquiring the right talent for an organization. There is undoubtedly a great significance of talent acquisition by the HR teams. An appropriate talent acquisition strategy serves the company in the following three prime ways:

  • Talent Acquisition Strategy affects Future Success
  • Talent Acquisition Saves Time and Money
  • Talent Acquisition Provides Competitive Advantage

The work-related to talent acquisition usually falls within the HR team; however, some companies have separate talent functions for planning out strategies for talent acquisition, thus reflecting its importance. It is important to strategize the talent acquisition process for its long-term success.

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The Roadblocks to Effective Talent Acquisition

Candidates walking out with multiple job offers for a requisition with dynamic skill sets changing at a fast pace are a tough nut to crack.

But there’s still hope, the following strategies will help to boost your organization’s talent acquisition:

  1. Frame a solid Talent Acquisition strategy: Analyze the current working of your organization’s current talent acquisition and then set out clear objectives to improve for gaining short and long-term effects. To achieve this, you need access to data and statistics relating to the quality and efficacy of your recruitment process to consider how to align future talent needs with resources and current skill gaps.
  2. Build a robust employer brand: Employer branding may be defined as the process which mainly involves managing and forming your reputation as an employer among job seekers, organizational workforce and stakeholders, it helps in attracting high caliber applicants. Your marketing teams, recruiters, and employees play a key role in developing a unique employer brand. 
  3. Enhance Collaboration Among Hiring Teams: Taking active suggestions from hiring managers, HR teams can certify that they can create the right job descriptions, aim for the right channels and engage more skilled and competent candidates into the hiring funnel with improved odds of selection and retention.
  4. Monitor the competition: observe what methods and strategies are being used by your competitors to source and gain top talent to their business. Maybe you’re missing some essential tricks.
  5. Enfold the power of AI: Long Hiring procedures are one of the biggest reasons candidates drop-out in the mid of the hiring cycle and drop-offs overshoot the hiring costs and disrupt the hiring metrics across stages. Only a HR is much proficiently able to correlate to how much time goes to waste on scheduling, re-scheduling, and finally interviewing through hundred different mediums which causes significant recruitment delay to affect the core aspect of the business. Therefore, there is a need for a structured recruitment process, where they can manage the hiring process through a single dashboard, and coupling them with smart data analysis can help to target the potential areas with a higher scope of improvement. 
  6. Create a future proof talent pipeline: A company may wish to create a talent pipeline that can be understood as a group of passive candidates that the company has engaged and the candidates who can fill future roles in the company. If a company is successful enough to source candidates proactively for its talent pipeline, it can serve as an impressive way to avoid headaches in the situations when there would be an opening for a new role.
  7. Be agile and flexible: Your talent acquisition will rise and fall with the time depending on a variety of factors ranging from the external economic environment to internal business state of affairs; the company is required to flex their strategy accordingly with a view to meet the talent needs of the business.
This blog has been contributed by Mohit Bhagchandani, CEO  & Co-founder of an emerging HR Consultancy startup Talent Phoenix Consulting. He's a data-driven and insightful HR professional and is working on a vision to provide SMEs & Startups with access to expert talent acquisition services with his full-time venture. To know more about their services and offerings, you can write to him at mohit@talentphoenix.com or click here.
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