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Glossary of Human Resources Management and Employee Benefit Terms
Talent acquisition is a crucial function within the organization that highly focuses on determining, attracting, and acquiring talent that would fit the company’s workforce needs and boost its success. Talent acquisition primarily recruits and hires individuals with the skills, qualifications, and cultural fit.
Talent acquisition is a strategic approach to identifying, attracting, and acquiring skilled individuals to meet an organization’s workforce needs and objectives. It is usually considered a strategic process that aligns human resources with the organization's overall business objectives.
Talent acquisition specialists (talent acquisition coordinators) are HR professionals who specialize in finding and acquiring skilled individuals to reach the organizational workforce needs. They play an essential role in the recruitment and hiring process, working closely with hiring managers, HR teams, and other stakeholders to determine and attract the right talent for the organization's job roles.
The talent acquisition process is as follows:
Talent acquisition is identifying, attracting, and recruiting candidates to fill vacant roles within the organization. It highly focuses on the initial stage of bringing new talent into the organization and includes activities such as sourcing, screening resumes, and offering jobs.
On the other hand, talent management is a wide and holistic approach to managing the organization’s workforce. It includes strategic planning and development of employees during the entire lifecycle inside the organization from initial recruitment to departure.
Talent acquisition is a broader and more strategic approach to acquiring talent for an organization, as it encompasses the entire process of identifying, attracting, and hiring candidates, which also includes various aligned steps involved in managing and developing employees throughout the journey in the organization.
Whereas recruitment is actively seeking and attracting candidates to apply for specific positions in the organization, it is a subset of talent acquisition. It focuses on the initial steps of the hiring process. The basic goal of recruitment is to generate a pool of candidates who match the job vacancy requirement.
Effective tips for talent acquisition are as follows:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
Some tips for effective talent management are as follows:
The types of talent acquisition are as follows:
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