Talent Acquisition is the process of identifying, attracting, engaging, and retaining highly qualified and talented individuals. Alternatively, Talent acquisition is defined as finding and acquiring skilled human labor for organisational needs. According to (Recruiter 2019), talent acquisition should be a unique function separate from human resources. It is responsible for strategic talent forecasting, pipelining, assessment and development. Jobvite, (2017) stated that talent acquisition serves the procurement of the human capital and corporate employee development by attracting top talents to work for the organization. In other words, talent acquisition focuses on long-term human resources planning and finding the right candidates for positions that require a distinct and specific skillset. According to a study done on 412 US companies, average talent acquisition costs increased from 7% in 2015 to nearly USD 4000 per hire, and the time to fill a job rose to 52 days on average from 48 days in 2011(Staffing Industry Analysts, 2015).
Key steps involved In hiring great talent
Step 1: Building the business case for recruitment
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The first step in talent acquisition is to profer the business case for recruiting and outline recruitment objectives in line with company goals.
Step 2: Conduct job analysis
Once the reasons for recruitment have been identified, it is important to conduct a job analysis, which identifies the job responsibilities and person specifications for a particular position.
Step 3 : Designing An Effective Job Advert
At this stage, it is imperative to develop an effective job advert based on the job description. The primary aim of the job advert is to attract interested candidates and communicate the main job requirements and qualifications. A good job advert should clearly articulate the job title, qualifications, experience, duties and responsibilities, and how one applies.
Step 4: Decide on the Method of Application
At this stage, you have to clearly specify the application method, which could be via email or jobs portal. The candidates can also apply online on the company’s website.
Step 5: Attraction of candidates
They are various methods that can be used to drive job applicants to apply, and these include social media platforms like Linkedin, Twitter, WhatsApp, newspapers, and jobs portals.
Step 6: Screening of Candidates
The candidates who apply will be screened based on the shortlisting criteria as articulated in the job advert, and such criteria include, among other things:
- Requisite qualifications
- Minimum years of experience
- Professional certifications
The shortlisting process is marked by the activities outlined below.
STEP 7: Conducting psychometric test
This stage involves evaluating candidates suitability for a role based on their general mental abilities, personality traits, and job-specific competencies. The activities that are done under this phase are illustrated below:
Step 8: Conduct Structured Interviews
Before conducting the oral interviews, there is a need to develop structured interviews so that the interview process becomes standardized. The activities that will be done under this phase are illustrated below:
Step 9: Prepare the recruitment process report
After conducting the interviews, you need to prepare a report that articulates the entire recruitment process.