A Snap Shot on essentials in effective Talent Acquisition


By

Ms. Vijit Chaturvedi
Asst. Professor
Lingaya's University
Faridabad

Dr. D.S Yadav
Asst. Professor
FMCA R.B.S College
Agra
 


The success behind any organization depends on how well it has specifically monitored the recruitment and selection process and has been rigorously matching it with its long term goals Every organization right from beginning tries to scan properly to recruit and select the right talent in its organization since a wrong choice will lead to disasters that too in a long term way. Talent management and retention as been topics of wide importance both on part of employee and employer to build a strategically driven and motivated workforce .In such situations at large the major focus should be on procuring the right and suited talent and thus making the knowledge sharing culture true in an organization.

For every organization before embarking upon implementing strategies to retain capital the following procedure and steps needs to properly monitored and focused-

  • The procurement or acquisition function
  • The development function
  • The motivation function
  • The performance function
  • The retention function

Amongst all this the most primary function is the talent Acquisition by ways of planned recruitment and selection. Talent acquisition can be defined as a long-term strategic approach which involves identifying, attracting, engaging and retaining highly qualified and talented individuals. Talent Acquisition strategy  is aligned with the overall organization goals. For this reason, the need for a qualitative recruitment and a streamlined process is critical. Since even after acquisition of the manpower which also involves investing I terms of identifying need, identifying sources of recruitment , processing applications, calling for interviews and finally different selection procedure exercise that includes engaging the time, money , energy, and different cost in different form  on the part of employer and t its workforce ,these costs are huge. This is further followed by cost of training, developing, motivating and retaining the workforce once trained and made fit for organization at large.

Thus it could be said that in today's turbulent conditions the biggest challenge includes the effective talent acquisition and managing this talent especially at higher level. Acquiring and Retaining high quality talents provide the most important key competitive advantage, but it is increasingly difficult to attract and retain such individuals. So, to win this "War for Talents" among organizations, it is important to have in place a system which does not only assist in attracting and building a database of high quality candidates, but also provides the flexibility to manage the entire Recruitment process smoothly and efficiently.

Whether the recruitment process is made effective by means of e-recruitment or any other internet tool the chances of getting and then retaining this manpower is quite challenging. The Internet has fundamentally transformed the recruitment process. It started with corporate career sites, continued with the rise of job boards and, more recently, expanded to enable companies to generate candidates using search engines. Social networks extend this evolution, offering for the first time the ability to create a two-way relationship with candidates and to engage the most qualified talent in an ongoing dialogue.

This is a dramatic shift in how recruiters need to think about talent acquisition. Many equate recruiting success with the philosophy of "post it and they will come." Ironically, the huge pool of candidates available through social networks such as Face book and LinkedIn actually allows recruiters to create relationships with a targeted pool of talent that will have a long-term impact on the quality of hires and enhance the company's employment brand.

One can also leverage one of the biggest opportunities on social networks: employee referral for example active Face book users has an average of 130 friends; LinkedIn's most active members have more than 300. According to a recent Jobvite survey, referrals still drive the best-quality candidates. However, an effective social media referral program needs to be tightly managed. Several companies offer employee referral program software specifically designed for social networks, where recruiters can suit to their organization needs.

While designing talent management strategy the following steps needs to be considered -

    a) Identify the vision ,mission and strategy of the organization
    b) Try to identify structure and  role implications
    c) Clearly define  role description and competency matrix
    d) Define and locate talent pool
    e) Initiate the best –fit approach
    f) Implement best fit solution
    g) Facilitate on boarding and integration

Until unless the organization focuses on the long term strategy and its purpose of existence drafted and  accepted in form of long term goals and mission of organization thinking about  required success accomplishment will not be possible. As also mentioned in article in times of India Ascent dated 14 November 2011 that if organization expects to establish sense of "Employeemanship" a new term in dictionary of HRM ,what is more important is to understand that whether the organization has aligned the goals of its mission and long term vision with organization strategy or not. The same principle even applies in case of talent acquisition that the requirement in terms of expected attitude, skills and scope for change needs to be assessed in the newly hired individuals, because the further changes can be brought in as per organization culture and requirement.

Since the effective functioning of all other sub system of HR functions depends on the quality of the candidates the acquisition should be an x-ray vision approach where right from selection of need to recruit, sources, process, costs and correlating it with the goals and vision of organization. This will not only help in accessing right talented employees but also will aid  in making employees more attached, loyal and retain them for a longer run as well/.Thus in a mutual way both employees and organization will be benefitted by tapping right potential and also utilizing at best. This will help in making a preferred employer brand and will create a win-win situation for all.
 


Ms. Vijit Chaturvedi
Asst. Professor
Lingaya's University
Faridabad

Dr. D.S Yadav
Asst. Professor
FMCA R.B.S College
Agra
 

Source: E-mail December 16, 2011

          

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