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Talent Acquisition

Here are my thoughts on whether the ASN recruitment process aligns with talent acquisition values: - The ASN process focuses more on immediate hiring needs rather than developing a long-term talent pipeline. Talent acquisition emphasizes understanding future skill needs. - ASN postings may not clearly convey job expectations and desired outcomes. Talent acquisition aims to attract candidates who are the right long-term fit. - ASN relies primarily on a general job board rather than cultivating sourcing relationships. Talent acquisition spends more time scouting the best talent pools. - There seems to be less emphasis on data and analytics to improve hiring. Talent acquisition applies metrics to enhance recruiting quality over time. In summary,

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Eva Sri Wahyuni
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183 views15 pages

Talent Acquisition

Here are my thoughts on whether the ASN recruitment process aligns with talent acquisition values: - The ASN process focuses more on immediate hiring needs rather than developing a long-term talent pipeline. Talent acquisition emphasizes understanding future skill needs. - ASN postings may not clearly convey job expectations and desired outcomes. Talent acquisition aims to attract candidates who are the right long-term fit. - ASN relies primarily on a general job board rather than cultivating sourcing relationships. Talent acquisition spends more time scouting the best talent pools. - There seems to be less emphasis on data and analytics to improve hiring. Talent acquisition applies metrics to enhance recruiting quality over time. In summary,

Uploaded by

Eva Sri Wahyuni
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Talent Acquisition

Week 4
Answer the
questions below
• What are the key differences
between Talent Acquisition and
Recruitment?
• Is talent management more
beneficial than recruitment?
Argue your point.
What is Talent Acquisition?

Employers use talent acquisition to recruit, track, and interview job


candidates, as well as onboard and train new employees. It is typically
handled by the human resources (HR) department.

Talent acquisition is frequently viewed as a strategic approach to the


early stages of talent management, the process by which employers hire,
deploy, train, and evaluate employee performance and compensation.
What is the significance of talent acquisition?

Finding and hiring the right people is a critical component of any organization's
business plan, and it directly affects the company's future success.

Without the right employees, a company is likely to struggle with low


productivity, poor decision-making, and disgruntled employees.

In a competitive market, these factors make it difficult for a company to remain


stable.
What is the significance of talent acquisition?
A talent acquisition team considers the potential employee's career path within
the organisation rather than simply hiring a candidate to fill a current opening.

As a result, talent acquisition ensures that the organisation hires people who
have the potential to become managers and senior executives within the
organisation.

Thus, talent acquisition becomes less concerned with filling open positions and
more concerned with developing a long-term strategic plan for future job
openings.
What is the significance of
talent acquisition?
• An effective talent acquisition strategy also reduces risk
throughout the organisation by lowering the likelihood of
an unsuccessful hire. This, in turn, saves time and money
that would otherwise be spent on training inexperienced
employees, while also increasing productivity.
Talent Acquisition Process

• Six steps are frequently included in talent acquisition processes:


1. Lead generation and sourcing
2. Recruiting
3. Interviews and assessments
4. Reference checking
5. Final hiring decisions
6. Onboarding
Talent acquisition vs. recruitment

• The main distinction is that recruitment focuses on the present moment within the
company, whereas talent acquisition focuses on the company's future.
• Metrics and data analytics are used in talent acquisition to improve the recruiting
process and make better, more informed hiring decisions.
• Teams must understand the various roles and segments within a company, as well
as the skills and experiences required to succeed in each. These particulars are less
important in recruiting.
• Talent acquisition spends more time determining the best places to look for talent
for specific jobs and then developing relationships with people in each of these
areas. Recruiting is more likely to use a general-purpose job search site and spends
less time managing relationships with potential or previous candidates.
When it is necessary to recruit

And, when a job needs to be filled quickly, Makes sure that applicants are very clear on what Instead of focusing on past experience and future
unexpected openings are unavoidable and part of the job entails job duties, job postings should also focus on the
doing business. outcomes the company expects in the first year on
the job.
Importance of a TA strategy

Benefit of having TA strategy:

• You’ll get the best people.


• You’ll be competitive.
• You’ll save money

Component of TA strategy:

• Having a good employer brand


• Creating a talent pipeline, and
• Maintaining candidate relationships.
Who’s responsible
for TA?
• Talent acquisition is a collaborative effort.
While HR professionals take the lead, it is
critical to collaborate with upper management
and hiring managers.
Conclusion
• Talent acquisition takes time and effort, but it
saves time and money in the long run because
you're not scrambling to fill a position every time
an employee leaves.
• Is the ASN recruitment process in
accordance with the values outlined in talent
Assignment acquisition? Analyze and explain your view
point.

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