All companies no matter the size must at some point experience the need to implement a recruitment strategy. Each organization handles this process differently.
However, to attract the best talent that fits properly into your company’s culture and have a positive impact on its long-term growth, Talent Acquisition is a must and Talent2Win has the correct method for you.
Talent Acquisition vs. Recruiting: What’s the difference?
Talent Acquisition is the process in which HR professionals plan, prepare, identify, acquire, assess and hire qualified candidates to meet their company’s or client’s needs. This process focuses on having the right people lined-up to fit open positions, either now, or in the future.
To achieve that, Talent Acquisition teams need to foresee the recruitment requirements of their companies or clients. That’s why they keep a close watch on the company’s human resources and its growth. Some of the cornerstones of Talent Acquisition are Employer branding, Resource Planning and developing a proper talent pipeline.
Both Talent Acquisition and Recruiting share the same goal: hiring talent. But, while recruiters focus on filling open positions and solve HR department immediate needs, a Talent Acquisition strategy focuses on long term human resources planning in order to identify specialists, leaders and future executives.
The Process of Talent Acquisition in T2W
At Talent2Win, we base our work on a rigorous understanding of our client’s talent needs. That’s why our Talent Acquisition process begins with a collaborative meeting with the client to fully understand the skill requirements for the job vacancies as well as their organizational culture.
Our process consists of listening and understanding our client’s business culture, workforce requirements, and growth needs. In doing so, our specialists can elaborate on the proper strategy to find the right fit employee, to fill positions within our client’s organization.
Afterwards, the Talent Acquisition team will formulate a plan to start the hiring process to fill open positions and start gathering useful data.
3. Lead Generation
The goal is to attract top talent by generating a pool of suitable candidates for the vacancy. What needs to be done first is the job description. The next step is to promote the position in as many channels as possible, from specialized job boards on websites to Social Media such as LinkedIn. Also, another important step is sourcing individuals who are not actively seeking for a job, also called passive candidates.
4. Interviews and Assessment
It is important to ask the right questions. Therefore, a common advice is to design a list of behavioral-based questions in order to evaluate the previous performance of the candidate and find out about their professional experiences.
Along with the interviews, Talent Acquisition teams can also use tools and exercises for candidates assessment such as IQ, EQ, personality tests, coding skills, technical skills and digital skills. Other exercises such as team-work discussions, case studies and more can also be performed.
5. Checking references
This stage of the process consists of verifying the previous employment performance using both the candidate’s references and the previous employers’ HR records.
6. Candidate Slate and Job Offer Extension
After the process is completed, we deliver a slate of talented candidates to our clients so they can decide which one to hire. If needed, we can take care of the candidate’’ job offer extension written or verbal.
7. Hiring and Onboarding
At this step, the job offer has been extended and, when accepted, the hiring is complete and the start date is set. Nevertheless, Talent Acquisition goes beyond the confirmation of the first day: it can include HR follow up and new hire follow up, as well as feedback.
Beyond these steps, Talent Acquisition includes training, upskilling, reskilling, performance reviews, and many other tasks. At the end of the process we share a summary of the process with the most relevant recruitment metrics that can be added to the company’s KPI analysis.
The Process of Talent Acquisition in T2W
Here are some useful tips to be considered to ensure effectiveness:
- Forecast effectively. Companies must align their planning across departments. By doing so, it is easier to identify and target future talent needs. In the same way, departments inside a company should communicate their needs with their HR departments and work collaboratively in the Talent Acquisitions process.
- Employer branding. Talent Acquisition teams play a big part in developing the company’s employer branding strategy; they have inside knowledge of the culture, products and services.
- Build a high quality pipeline. It is important that the tools used to source data produce desirable and high quality candidates. At Talent2Win, we build talent pipelines with a machine learning software that can also help in the prediction of new needs of talent inside the client’s company.
- Onboarding. Talent Acquisition teams should build a proper communication channel with candidates from the initial application to the final job offer and introduction to the company.
Talent2Win actively listens and acts upon internal first hand information to improve relationships, solutions, and services. Based on our understanding of the world of recruitment, we actively seek to adopt and develop the best practices worldwide.
For us, focusing on organizational culture is a priority to achieve a perfect match that secures alignment in mission, values, and personality; to secure fulfillment on both sides.