Identifying Steps of Talent Acquisition Process

 

(Source - Tiwari,2023)

The Talent Acquisition process begins when a business unit decides to hire employees to achieve its objectives. The unit develops a job profile that outlines the role, job category, required skills, job location, and a brief description of the responsibilities involved. It may also include the total work experience needed, along with specific experience level for each skill. Job openings are promoted across various platforms, such as online job portals and newspaper ads, etc. Interested candidates apply by submitting their profiles via a designated website. Upon receiving applications from prospective candidates, they undergo thorough review by a team of dedicated screeners. The top candidates who pass the initial screening process to further assessments, such as interviews, written tests, or group discussions. Feedback from these evaluations is then used to make the final hiring decision. (Singh, et al., 2010)

Here are the main 6 steps of Talent Acquisition (Tiwari,2023),

1. Job Analysis and workforce planning

2. Talent Sourcing

3. Screening

4. Interviewing

5. Background check & Job offer

6. Onboarding

Let's discuss each steps,

1. Job Analysis and workforce planning

Job analysis is a crucial preliminary activity for effective human resource management. However, many of the fundamental assumptions underlying its traditional uses are increasingly being challenged in today's dynamic business world. Traditional job analysis focuses on gathering information related to work for positions as they currently exist or have existed in the past (Palmer & Valet, 2001). Workforce planning determines the timing and number of employees to be hired or let go, as well as the scheduling of their work hours. It involves a blend of staffing and scheduling decisions.

2. Talent Sourcing

Recruiters purchase licenses for job sites, granting them access to candidate databases. They utilize these platforms to search for candidates who align with job requirements, whether they are actively looking for work or passively open to opportunities. Furthermore, recruiters use these sites to build and sustain a talent pipeline for both current and future hiring needs.  (Tiwari, 2023)

3. Screening Candidates

Candidate screening involves assessing job applicants and reviewing their skills and qualifications to identify those who best match the job requirements. Candidate screening process is essential for effective hiring. It helps verify that the information provided by applicants is accurate and confirms that they meet all the necessary criteria. (Semetaite, 2024)

4. Interviewing

An interview is a question-and-answer session where one person asks questions, and the other responds. It can be a one-on-one, two way conversation or involve multiple interviewers and participants. Interviews play a crucial role in the recruitment process, helping assess candidates on several key factors, this is a vital consideration, as it ensures the candidate aligns with the organization's work culture, whether the candidate has the required skills for the job, and whether the candidate's skills and experience match the details outlined in their resume. (Sharma,2024)

5. Background Check and Job offer

Background checks involves verifying the information provided by candidates during interviews, such as their work experience, skills, strengths, weaknesses, and overall attitude. Many companies conduct reference checks that are not directly related to the candidate before their official start date. However, this process can be challenging, as former employers may be reluctant to share candid feedback, particularly when it comes to any negative aspects.

After selecting can directly offering the job to the candidates with an agreement of terms and conditions of the job including job role as well.

6.Onboarding

Practical onboarding process including followings,

New hires typically go through a brief half-day orientation covering the company's history, compliance policies, and employee benefits. They receive basic instructions on their job, meet a few colleagues and leaders, and are informed about available training resources. Additionally, they are granted security access and provided with essential tools like phones, computers, or other equipment. However, after this initial process, companies often fail to provide meaningful motivation, clear challenges, direction, or a strong sense of commitment to their new employees. (Stein & Christiansen, 2010)

A strong Talent Acquisition process enables your organization to attract and engage individuals with the skills necessary to achieve long-term business goals. 

References

Semetaite, J., 2024. toggl.com. [Online] 
Available at: https://toggl.com/blog/screening-candidates#:~:text=Candidate%20screening%20is%20the%20process,that%20meet%20your%20job%20requirements.&text=There%20are%20numerous%20ways%20to,and%20available%20time%20and%20resources.
[Accessed 9 November 2024].
Sharma, J., 2024. www.shiksha.com. [Online] 
Available at: https://www.shiksha.com/online-courses/articles/different-types-of-interview/#what
[Accessed 9 November 2024].
Singh, A. et al., 2010. PROSPECT: A system for screening candidates for recruitmnets. pp. 659 - 668.
Stein, M. . A. & Christiansen, L., 2010. Succesful Onboarding. In: New York: McGraw-Hill.
Tiwari, A., 2023. xobin.com. [Online] 
Available at: https://xobin.com/blog/talent-acquisition-the-complete-guide/

The Difference Between Talent Acquisition & Recruitment

Talent Acquisition

Talent Acquisition is a strategic approach to identifying, attracting and securing skilled individuals to meet an organization's present and future needs. Unlike traditional recruitment, it takes a holistic view that aligns with the organization's goals, culture and long-term vision. Talent Acquisition emphasizes building a strong talent pipeline and delivering an excellent candidate experience. (Vikas, Mathur, Adavi, Shaik, & Seshachalam, 2024)

Recruitment

Recruitment is the process of finding, attracting, interviewing, selecting, hiring and onboarding employees. In essence, it encompasses every step from recognizing the need for a new hire to bringing the right person on board.

Whether the objective of recruitments and Talent Acquisition are same (hiring a candidate),  there are few differences,

(Source - Siocon, 2024)

Recruitments are short term; it is about filling an immediate vacancy. Talent Acquisition (TA) is a continuous strategy that forecasts future hiring needs aligning with the future business objectives. Recruitments are done for mostly entry-level hiring and TA most critical roles. Recruitments can be implemented instantly, recruiters consistently hire for roles in constant demand, allowing recruitment strategies to be put into action right away. TA requires additional time and strategic planning. TA specialists analyze various roles and departments within the company, along with the skills and experience essential for success in each area. (Siocon, 2024)

Following video is explaining the difference between Recruitment and Talent Acquisition using a real case study.

Figure 2 : The 5 differences between TA & recruitment (Source - AIHR,2023)

What is better?

TA leveraging modern technology like Applicant Tracking Systems (ATS), artificial intelligence, and automation enhances the recruitment process by boosting efficiency, reducing time-to-fill, and enriching the candidate experience. Integrating diversity and inclusion into TA is essential for building a well-rounded and innovative team, with strategies focused on attracting candidates from diverse backgrounds to foster a more inclusive workplace environment. TA is an ongoing process that requires continuous assessment and refinement. Regularly reviewing and updating recruitment strategies based on feedback, industry trends, and organizational shifts ensures agility and effectiveness. Successful talent acquisition relies on strong collaboration between HR professionals and hiring managers, aligning on job requirements, candidate profiles, and overall hiring strategy to enhance outcomes. Beyond hiring, TA also encompasses onboarding and integrating new employees. Facilitating a smooth transition for new hires boosts retention and employee satisfaction.

TA itself is a proactive, strategic approach to recruiting the most qualified candidates. Building a workforce aligned with the organization's goals and values requires a blend of planning, employer branding, sourcing, technology, and continuous improvement. By integrating these best practices, organizations can better identify, attract, and secure top talent that supports their business objectives and enhances overall performance.

Final Thought

Recruitment and TA are elements of the larger hiring process involving interacting with candidates at every stage of hiring and both utilize job descriptions and advertisements including candidate evaluations and selection.

Finally, as an organization, you likely have a wide range of hiring needs across the company and within specific departments, so a one-size fits-all approach is not ideal. Both strategies can be applied purposefully in various situations. If the organization has high turn over, HR can revamp hiring by developing a stronger talent pool through strategic TA. However, if turnover is low and hire a few employees each year, can remain on recruitment strategies. In some industries where top talent is limited, adopting a long-term TA strategy can position the company as a top employer. If the business' primary goals focus on meeting immediate needs rather than long-term growth, prioritizing recruitment may be the best approach.

Recruitment is more tactical and Talent Acquisition is more strategic!!

What do you think? Comment below👇

References

Siocon, G. (2024, November 7). Aihr. Retrieved from www.aihr.com: https://www.aihr.com/blog/talent-acquisition-vs-recruitment/

AIHR - Academy to Innovate HR. The 5 differences between Talent Acquisition and Recruitment [2023]

Available at: https://youtu.be/QpbHMX6yJNk?si=wPRms3yRVwv9HS-Q

[Accessed 07 November 2024]

Vikas, S., Mathur, A., Adavi, S., Shaik, J. M., & Seshachalam, A. (2024). Recruitment and theRole ofHr inTalent Acquisition: Optimal Methods forHiring Top Talent. Journal of Informatics Education and Research.

Last Minute Drop outs

What is this Last Minute Drop Outs Means?

This is a significant challenge facing in Talent Acquisition. Attracting well-qualified candidates and selecting the best fit for a role can be difficult. Last-minute drop outs present an added hurdle, with some candidates declining offers on or just before their scheduled date of joining. Especially if they do so without communication. Instances where candidates fail to respond to emails or calls, particularly on the expected start date, add further difficulty to the Talent Acquisition process and disrupt planning and scheduling efforts. 

Figure 1 - The biggest challenge for Talent Acquisition Team

What are the reasons for offer drops 

According to Abraham Maslow's hierarchy of needs theory, candidates seek a sense of belonging, opportunities for creativity, and sometimes even a sense of purpose in their work.

Abraham Maslow's Hierarchy of Needs Theory

Maslow (1943, 1954) proposed that human needs are organized in a hierarchy, beginning with basic psychological needs essential for survival and progressing upward to self-actualization needs, which focus on creativity and intellectual fulfillment.

Figure 2 - Maslow's hierarchy of needs (source - Jaganathan,2023)

In the Talent Acquisition process, it's essential to consider the diverse needs of candidates. Some individuals are focused primarily on meeting basic needs, such as salary, through the open position. Others may prioritize psychological needs, and those candidates can be drawn in by promoting company brand, providing job security, and showcasing company culture. For candidates seeking self-actualization, emphasizing work-life balance can be a powerful attraction strategy.

When offering, the Talent Acquisition team should strive to understand the candidate's specific needs and highlight the aspects of the role that align with those priorities. For example, If a candidate values opportunities for self- actualization, simply offering a high salary may not be sufficient; they may prefer a company that emphasizes work-life balance and personal growth. Tailoring the offer to reflect these factors can improve acceptance rates and reduce the risk of candidates last minutes drop-outs. Candidates rejecting offers due to better offers can prevent by understanding the actual need of the candidate.

Apart from the above there are few more reasons for candidates last minute drop outs,

Candidate negative experience during the interview process can also contribute to last-minute offer rejections. Interviewers play a key role in shaping candidates' perceptions, as they embody the company's culture and brand. Their communication style, professionalism, and conduct significantly influence candidates' first impressions of the organization. Additionally, providing a clear and comprehensive explanation of the job role is essential. Candidates may decline offers if they feel uncertain about role expectations.  Ensuring a positive and transparent interview experience can help reduce offer drops.

Lack of communication is also a reason for these drop-outs. As many organizations do not contact their candidates after the interview until their date of joining. Lesser follow ups and also delay in the decision making is a reason because many Gen Z candidates expecting continuous engagement and follow ups as it shows the company is really interested to having the candidate for the interviewed position. 

Conclusion

Recruiters aim to build a talent pool that is both skilled and dedicated, while candidates seek the best from their prospective employers. Understanding candidates desires, needs and motivations enables recruiters to present a compelling Employee Value Proposition (EVP). Similarly, a smooth and transparent recruitment process helps maintain candidates' engagement with the organization, keeping them focused and positive about the opportunity. 

References

Dr.HR., 2021. The biggest challenge for Talent Acquisition team and what can you do about it?

Available at: https://youtu.be/qiajtzCSiLI?si=e0xIWdNO41ZAyhoG

[Accessed 03 November 2024]

Jaganathan, T., 2023. uplyrn.com. [Online] 

Available at: https://uplyrn.com/post-details/hierarchy-of-needs

[Accessed 3 November 2024].

Use of social media for Talent Acquisition

 

Source - (Stanley, 2020)

Talent Acquisition is a HR function which is modernizing with the changes of the business world. With the evolve of social media, Talent Acquisition specialists has started to use social media to acquire right talent at the right time.

A 2014 independent study by Digital insights survey shows that 94% of recruiters currently use or intend to use social media in their hiring processes. Additionally, 78% of recruiters have successfully made hires through social media. The adoption of social media for recruitment has grown significantly, from 78% of companies in 2008 to 89% in 2011 and reaching 94% by 2013.

Figure 1 - Social Media Recruiting | Social Media Recruiting Strategies, Source - (Rchilli, 2021)

Benefits of using Social media (Singh & Sharma , 2014)

• Increase in the reach of candidates
• Finding highly skilled candidates
• Increased return on investment
• Become the candidate's preferred employer 

According to (Tirrel & Wübbelt, 2022), the biggest advantages of using social media for Talent Acquisition are enhanced visibility, heightened awareness, and greater accessibility and connection. Social media helps close the gap between applicants and the company, making it part of a global network. 

There are lot of advantages as well as disadvantages of using social media.

Disadvantages of using Social media 

• Promoted posts can be costly
• Certain social media platforms may not reach intended audiences
• Creativity should be there to differentiate from competing companies.
• Judgements based on photos
• Candidate's profile may not accurately reflect their true fit or potential employees.

This YouTube video discuss the pros. and cons. of Social Media Recruitments,

Figure 2- Social Media Recruiting: Pros & Cons, (Source - Jobiak AI,2020)

Gen Z and Social Media

HR managers classify Gen Z as being influenced by social media, as well as by friends and peers. Gen Z mainly uses Instagram, WhatsApp, YouTube and Snapchat for personal use, with Facebook being rarely utilized. These platforms allow Gen Z to express their creativity, connect with others who share their interests, and keep up with trends and pop culture. The main point is that Gen Z has a distinct approach to social media, favoring newer platforms that align better with their preferences over older ones. Unlike Boomers and Millennials, Gen Z primarily uses social media for entertainment and communication, turning to specific platforms to fulfill these purposes. (Roman,2024)

Gen Z represents an expanding workforce, and Oxford Economics predicts they will make up 30% of all employees by 2030. Many are eager, committed, and with the right training, have the potential to drive the future of the company. As Gen Z people are the future leaders of companies, attracting talented Gen z employees are like a future investment for the company.  (Levitt, 2024)

Conclusion

Social media enables companies to build a close connection with potential applicants and showcase the qualities that make them an attractive employer. As Talent Acquisition specialists, it's essential to thoroughly understand both the advantages and challenges of social media hiring. In today's tech-driven world, social media is vital tool, especially as smartphones are a central part of daily life for many-particularly Gen Z, the future leaders in the workforce. Compared to Millennials and Boomers, Gen Z is the most active on social media, making it a crucial channel for reaching them. The business landscape today faces the challenge of attracting Gen Z talents, and social media is one of the most effective strategies for identifying the best-fit candidates from this generation.

References

Jobiak AI., 2020. Social Media Recruiting: Pros & Cons

Available at: https://youtu.be/iDzfI9JAxBI?si=xzhQnBxvfhOtAE4W

[Accessed 03 November 2024]

Rchilli., 2021. Social Media Recruiting | Social Media Recruiting Strategies

Available at: https://youtu.be/QlebtLRhqeQ?si=S_unZVrfkRvM2CTk

[Accessed 03 November 2024]

Levitt, N., 2024. ink-co.com. [Online] 

Available at: https://ink-co.com/insights/social-gen-z-hiring/

[Accessed 3 November 2024].

Roman, D., 2024. wearebrain.com. [Online] 

Available at: https://wearebrain.com/blog/how-gen-z-is-using-social-media/

[Accessed 3 November 2024].

Singh, K. & Sharma , S., 2014. Effective use of social media for talent acquisition and recruitment. Int. J. Intercultural Information Management, Volume Vol. 4, pp. pp 228-237.

Stanley, N., 2020. MyHR.com. [Online] 

Available at: https://blog.myhr.works/social-media-recruitment

[Accessed 3 November 2024].

Tirrel, H. & Wübbelt, A., 2022. Attracting Members of Generation Z to Companies via social media recruiting in Germany. Human Technology, Volume 18(3)(ISSN: 1795-6889), p. 213–233.