F2F Class Notes (Lily)[R]

remember to answer the question “What did you do to define the target candidate pool, approach them and motivate them?”

TA= Talent Acquisition

Talent Acquisition means a view of not only filling positions, but also utilization of the candidates and their skills that come out of a rigorous recruiting process as a means to fill similar positions in the future also.

These future positions can be identified today by looking at the succession management plan, or by analyzing the history of attrition for certain positions. This makes it easy to predict that specific openings will occur at a pre-determined period in time.

In few cases of Strategic Talent Acquisition, clients will recruit today for positions that do not even exist today but are expected to become available in the future.

Taking the long term strategic approach to talent acquisition has a huge impact on how an approach is made to a candidate.

Recruitment – In this resumes are invited for a various post

Selection – Screening of only relevant or best matching candidates.

Hiring process – Time frame from the period of requisition of man power being made till the person actually joining.

Talent Acquisition – Acquiring of “talent”

To be simple, it is about attracting, recruiting, inducting and making use of right talent.

Talent Acquisition professionals understand that each talent has something of value to offer. They also build relationships with the best of the talent that lead to more successful networking, more referrals, more business and an amazing give and take of expertise, knowledge and information.

Recruiting takes tremendous effort. Talent acquisition takes efficient and productive processes that are easy to use and candidate centric.

The identification, relationship building and selection of people who possess special, creative/technical skills and who can influence, contribute to and/or drive revenue to our business by exerting extraordinary effort, exercising strong relationship management in present or in future could be considered as TA.

The term Talent Acquisition (TA) is often used synonymously with Recruiting. However, these are two very different things. Recruiting is a subset of TA, and includes the activities of sourcing, screening, interviewing, assessing, selecting and hiring. In some organizations this extends to the early stages of on boarding, which then becomes a shared responsibility between HR and the hiring manager, with support from the learning organization.

Talent acquisition includes recruiting, but it is inclusive of other strategic elements as follows.

Talent Acquisition Planning & Strategy – This ensures business alignment, examines workforce plans, requires an understanding of the labor markets, and looks at global considerations.

Employment Branding – This includes activities that help to uncover, articulate and define a company’s image, organizational culture, key differentiators, reputation, and products and services. Employment branding can help advance the market position of organizations, attract quality candidates and depict what it is truly like to work for that organization.

Candidate Relationship Management – This includes building a positive candidate experience, managing candidate communities, and maintaining relationships for those candidates who are not selected at present against a particular skill set, but have few more skills..

In other words, a leadership program is to leadership development what recruiting is to talent acquisition. Alone, neither will drive their highest value to the business.