Talent acquisition is a routine HR process to find talented human resources. The human resources of companies have to find skilled workers in their systematic program regardless of vacant positions and only in line with the organization's business goals. Human resource professionals are facing many challenges in this field. Among these challenges is whether talent acquisition is a routine and continuous process. What is talent scouting in general? Who is the talented person? What is the best way to find talent?
Human resources in Talent acquisition deal with techniques, processes, and actions that will lead to the recruitment and retention of human resources. These processes include developing, implementing, and evaluating programs for talent acquisition, recruitment, and orientation. In this article, we have explained your mental knots about Talent acquisition and what and why this is in general. Stay with us to learn more about the meaning and concept of Talent acquisition.
Planning for talent acquisition and labor recruitment
One of the essential measures of talent acquisition is the assessment of the current and future needs of employees and human resources. In this situation, systematic planning is needed to find talent and attract the labor force. Mature organizations in Finland have made this issue their priority. To plan this matter, several factors will be influential, some of which are mentioned below:
Economic conditions and problems
Authority and influence of the government
Demographics of laborers
Business competition
What are the stages of talent search and recruitment?
Talent acquisition is the basis of everything in a mature and planned organization. This means talent search and related programs must be done before any work, including recruiting and hiring, upgrading human resources, changing positions, and moving forces in different units.
The recruitment process includes several tasks:
• Sourcing job seekers
• Screening job candidates
• Interview
• Carrying out specific tests before employment
• Receiving information and needs of the job seeker
• And finally, hiring new staff
Talent search with the help of technology
Today's technologies are used in all fields, especially talent search. New technologies are used to improve the activities of organizations. Here are some examples of the most common contributions that technology makes to the talent acquisition process:
• Pursuing practical actions in this field
• Follow up with job seekers
• Review of work history
• Communication with job seekers
• Analysis of the desired job and matching with the talents of job seekers
• Job description and explanation
• Various job ads
• Checking and complying with legal requirements
• And finally, hiring
How is Talent Acquisition in a mature and planning company?
If we want to summarize talent search in one sentence: talent search is defined as the process of developing a complete and specific strategy for attracting and employing talents. Here we must mention that Talent Acquisition and recruiting are different. Recruitment is a small part of the talent search process, which depends on conditions such as vacant positions in the organization and the matching of job seekers with job positions. Talent search has a larger strategy, plan, and scope, which is why a forward-looking organization is developed.
Talent acquisition includes recruitment marketing, employer branding, and the recruitment process. Also, the recruitment process means managing the relationships of job seekers and a specific program that provides for talent development, succession planning, and continuous alignment with the organization's goals.
In today's business market, talent acquisition is significant in the following areas:
Finding job seekers who provide the right culture
Creating new roles in the organization that will lead to progress
Evaluation of passive job applicants for relevant roles in the organization
Showcase the strategic and written plan of an organization as an experienced and caring employer for young professionals
Determining the brand image by carrying out the talent search routine and recruiting and hiring
Usually, the big companies in the world, as well as prominent companies in Finland, have an independent team for Talent acquisition, which consists of technical and expert forces in fields aligned with the organization's goals. The human resources team needs help to advance the organization's talent search issues because, in the specialized recruitment department, the need to receive technical opinions from experts is felt.
What are the practical steps in the talent search process?
The recruitment, hiring, and talent acquisition process has significantly changed due to the increasing demand for advanced jobs such as artificial intelligence and digital marketing. The 2019 State of Talent Acquisition report shows that 74% of companies in the information are still struggling to hire top talent. Digital marketing can be effective when you are looking for new programs to attract and employ brilliant talent; otherwise, the time and money spent on digital marketing will not be economically justified.
Practical steps in the talent search process:
• Inbound Marketing
• Overseas Marketing
• Filtering and selection
• Conversion and entry
• Continuous improvement
Below, we look at the practical options in the talent search process.
Inbound Marketing
As a mature organization with a documented plan, your goal is to quickly find top talent without looking for it. Finding talent quickly and effectively requires recruiting marketing campaigns, paying attention to incoming leads, and, most importantly, having a strong employer brand. It is better to focus on modern recruitment to attract and hire top talents, use content related to job seekers to tell the story of the employer brand, encourage and motivate job seekers, and have an intelligent website in this field.
Outbound marketing
Inbound marketing alone will not help your organization and system to find talent. In this situation, you should take advantage of inbound and outbound marketing at the same time. Your organization and specialist team should use social channels, paid job postings, and email marketing campaigns to actively and transparently advertise for a job position. In fact, with outbound marketing, you can manage talent acquisition and recruitment intelligently. The information obtained from these actions is your clue for further activities in the field of talent acquisition.
Filtering and selection
At this stage, we pass the talent search and go to the screening of job seekers. Your organization evaluates and selects the performance of the desired candidates against the specified parameters. The desired parameters for the screening of troops:
• Candidates' skills and expertise
• Degrees
• Job goals and their alignment with the goals of the organization
• Culture appropriate to organizational culture
• Personality and work ethic of the candidate
At this stage, it is crucial to respect the company's corporate culture. For example, if physical presence is of great importance for your company, the desired candidate who has all the specified options but works remotely will be eliminated. Therefore, it is essential to note that all the screening features must be checked in line with the organizational culture. Otherwise, the job seeker who only has the desired skills will be eliminated.
Conversion and onboarding
In the above stages, the talent search process that leads to employment has taken place. In the fourth step, the person or people who are recruiting negotiates the details of the job, expectations, salary and benefits, and the job seeker's experience. If the previous three steps are done correctly and with specific standards, then the conversion rate of the candidate in this step will be very high. The following process, which managers and the HR department carry out, includes preliminary training and continuous review for the first few weeks. According to the strategic measures taken, if the candidate is not converted into a hired force, the organization's goals will still be achieved because the employer's brand will remain in the minds of the job seekers.
Continuous improvement
At this stage, you will find out whether the process of recruiting and recruiting talent has been effective or not. A study and research in this field show that 30% of new hires leave a company within 90 days of joining. This issue displays that to create and maintain interaction; regular reviews are necessary and necessary. Also, it is better to survey the recruited applicants at this stage, which will improve the recruitment process.
The mentioned steps are a rotating and permanent function; this talent search and recruitment process will continue even if there is no vacant position in the organization. Inbound marketing, employer branding, and data research are effective and permanent practices that lead to hiring top talent.
Why do we do talent searches?
Talent search has different strategies. Talent acquisition helps your organization consider different hiring scenarios. Different scenarios will make the path of recruitment and recruitment easier and save time and money in critical situations of the organization. Paying attention to these points puts the organization on the path of growth and excellence, the same action prominent Finnish organizations have prioritized in their work.
Talent acquisition and recruitment for a specific and strategic role
When the organization is in dire need of a senior and expert force, it will face many challenges in finding and recruiting talent. The expert staff needs to have the opportunity to make mistakes and receive training; The expert force must make correct and technical decisions at the beginning of the path. In this situation, the organization must spend more money and time to find talent and attract strategic forces. It may be better in this situation; primarily, the organization uses big agencies in this field.
Talent search for mass recruitment of job seekers
When an organization needs to attract and recruit many people, it will face a complicated situation. In this situation, the organization must conduct a group talent search without increasing the cost and finally consider the quality of each job seeker. Ultimately, the organization must create a group survey for the final decision. In general, in recruiting and hiring strategy, organizations find the source of the forces according to their needs and vacant positions and use the appropriate software for resume and information processing.
Talent search and recruitment of technical personnel
Finding talent for expert and technical staff has many challenges. Due to digital transformation, the need for specialized and expert forces is increasing daily. An organization must be ready to find talent, recruit technical personnel in unique or new positions, and consider specific costs, time, and strategies. Recruiting technical personnel in an organization requires a unique employer brand. After passing through the sourcing or talent search, the desired candidates are interested in working with the organization. By having a clear strategy for talent search and recruitment, your organization can easily select and bring non-technological forces into the organization.
Talent search and recruitment within the organization
Sometimes it is unnecessary to find suitable candidates for a specific position in the organization and to recruit foreign talent. Organizations can choose the right person or people for a new job from the organization itself, according to the skill of the working employees. These measures are simpler and preferable to foreign talent acquisition. The reason for prioritizing talent search and internal recruitment is the personality and culture of employees based in the organization, who are aligned with the conditions and culture of the organization and do not face the challenges of external forces. It is also helpful to mention that less money and time will be spent on talent search and recruitment within the organization. Organizations in internal talent search can use an intelligent reward program or gamification in this direction.
Apart from the mentioned cases, according to their needs and vacant positions, organizations can also recruit freelancers, foreign forces, and temporary workers and hire them if needed. In general, the existence of a specific and classified document for finding talent and sourcing the desired points is one of the priorities of a well-planned organization.
Effective methods for finding superior and effective talent
As we said above, you need to be written specific strategies for finding talent, but some plans will help you in these steps and become more effective. In this section, we have discussed four practical methods for finding talent and effective sourcing:
• Prioritize the dynamics of internal job seekers
• If an issue arises, quickly reconsider and recruit other people
• Consider strategic advertising
• Look for active potential, not just performance
Prioritize the dynamics of internal job seekers
Your principal and basic talent search are done by considering the dynamics of internal forces. So please pay attention to the fact that you, as a well-planned organization, should be able to prioritize the written strategy so that the internal forces work harder to grow and change their position. The interior details of the organization should be encouraged to follow their career path outside their professional scope. Choosing internal staff for central, specialized positions or changing positions is an excellent and practical solution for internal talent search.
If an issue arises, quickly reconsider and recruit other people
During the talent search process (internal, external, or freelancers), if you encounter any problems or errors, review and use other sources to find the talent you want. Of course, in the case of part-time, freelance, or project workers, you can do the checks right from the start.
Consider strategic advertising
This part of the talent acquisition process is different and requires extensive publicity. Remember that to have a unique employer brand, and organizations should do extensive advertising on social networks and platforms so that the talent search and recruitment process can proceed more professionally.
Look for active potential, not just performance
Your organization can't recruit or hire talent for a new position based solely on an individual's previous performance. People in a unique place have dormant potential. Prioritize people's potential and select them by recognizing their competencies, soft skills, and motivation to continue on the path.
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