The roles played by the HRD are varied as they are complex. Among these responsibilities include making sure that all available job positions are filled in by qualified and professional individuals who are up to the task. During this process, the HR department utilizes two main courses of action; the most well-known of these, as I’m sure you have heard of, is called the recruitment process. Along with this, the HRD also employs a management strategy called talent acquisition. Indeed, when mentioning the latter, it is usually assumed that the former is what is meant. However, as we delve into the specifics of these terms, one will come to realize that both courses assume different roles in regards to who they are recruiting and how it is done.
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Talent acquisition refers to a wide reaching strategy that aims to recruit the best new talent possible. Going through the process, it is not enough to only seek talented people so as to fill vacant positions but also carrying out various other strategies such as employer branding, succession planning, burn development, candidate relationship management, and others. Therefore, talent acquisition is an ongoing process that aims to acquire skilled workers who are aligned with the company’s business goals regardless of the vacancies that are currently in demand.
Responsibilities of a Talent Acquisition Specialist
In addition to carrying out the recruitment process, companies also need to use this strategy as talent acquisition importantly handles several critical points such as: Identifying candidates who best fit into the company’s corporate culture, building a positive corporate image, finding highly qualified candidates and opening opportunities for companies to promote new positions in the case that candidates with special skills would provide use helping the company reach its ultimate long term goals.
Indeed, talent acquisition specialists will generally be responsible for finding, attracting, interviewing, recruiting, and placing employees in positions needed by the company. They will also take into account the company’s long-term goals, eventually contributing to the overall Human Resources Management process. Broadly speaking, talent acquisition concerns the following tasks:
- Represent the company at recruitment events such as at job fairs.
- Create offer letters, maintain applicant tracking systems, and generate recruitment reports.
- Build and maintain a network of potential passive candidates so that they can be used to fill any needed positions in the future.
- Coordinating with managers so as to identify needs within the workforce with a focus in various areas and departments.
- Manage employee engagement.
- Determining the appropriate criteria for a required position.
- Create job descriptions to post on the job portal
Talent Acquisition: a brief look into how the procedure is conducted
There have been a variety of factors that have altered to fundamentals of the business world; many of these have happened only recently. Technological advances such as breakthroughs in remote work technology, as well as the great social upheaval caused by the onset of the Covid epidemic. Indeed, because of this great upheaval, the preferences of young workers are currently changing. Indeed, such preferences are changing towards the favor of companies that allow flexible working schedules and remote working strategies, and further use technologies that support such features.
In addition, before they decide to apply or accept any offers that come across their way, prospective employees will also conduct research via the internet so as to better understand and assess the company’s overall culture; this includes checking the company’s social media accounts or reviewing them on Google. Therefore, one of the best practices when carrying out the talent acquisition process is to treat the candidate like a customer. In this process, a digital marketing strategy will certainly be very helpful in creating a positive company image so that it can attract candidates to apply.
To understand the talent acquisition process, here are some things that a talent acquisition specialist or company needs to do.
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1. Inbound marketing
Inbound marketing or inbound recruiting is a marketing strategy carried out to attract the best talent out there, where companies don’t have to try hard to get the attention of candidates. When doing this strategy, you can do several ways. Examples include creating interesting content on social media about your company, utilizing SEO services to make the company website easier for candidates to find, referral programs, and so on. In addition, in order for this process to give satisfactory results, companies also need to provide a recruitment website so that candidates can apply more easily.
2. Outbound marketing
To be able to reach more qualified talent, apart from utilizing inbound marketing strategies, you also need to run outbound marketing strategies. You can post job vacancies on the job portal or actively post locker info on company social media.
3. Carry out the selection process
As we know, even though the company has received many applications from candidates, you still have to go through the screening and selection process. This needs to be done to ensure that the company gets the right candidate to fill the vacant vacancy.
