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/