For human resource (HR), finding and hiring right talents are some of the biggest challenges. Judging by ‘talent’ is not the only parameter for HR to hire the right candidates; they consider the dedication level, interest and area of specialization as well. Today, in large organizations, a dedicated talent acquisition unit within HR department works for the purpose of talent acquisition, otherwise, a common HR team perform the similar activity.
Without critical talent and skills, companies cannot grow their businesses. In today’s new environment, the old ways of recruiting, acquiring, and accessing talent are no longer effective.
1) Recent Status
These days, talent acquisition and recruiting are going through rapid disruption which are challenging companies to aggressively market their employment brand, leverage social networks, and re-recruit employees on a regular basis.
Companies are looking to recruit and acquire talent through new global talent networks and social media. As per a survey, 60% companies have updated or are currently updating and revamping their talent acquisition strategies. On the other hand, 27% are considering changes.
2) Opportunities
Companies due to increased competition now looking for building a talented team. In fact, acquiring and accessing talent is among a company’s most critical goals. Employees with high-demand skills have an abundance of choices now. For them, a company’s employment brand is easy to discover without even stepping into the office. At the same time, the Internet has revolutionized the way people learn about companies and apply for jobs.
3) Leaders
Few HR and corporate leaders report that their companies are currently capable of adapting to today’s new talent acquisition realities. Executives in Brazil, the United Kingdom, Japan, South Africa, and Canada are highly aware of the urgent need to change strategies but are behind other countries in terms of putting capabilities in place.
4) Social Networks
Large organizations are building powerful and unique ways to source and access top employees in which social networks are crucial. Social networks are building talent communities supported by full-time employees, retired workers, independent contractors, and everyone in between.
5) Social Media
Talking more specifically about the social channels, LinkedIn, Facebook, Twitter, Glassdoor, Google, etc are playing great roles. They help to build a compelling employment brand, finding talent, and market their companies to passive job candidates. Companies are aggressively deploying referral marketing programs and sending their key executives to universities and other critical sources for new talent around the world.
6) Other Methods
Talent acquisition is also being expanded through contracting, freelancers, open source, and joint ventures as companies are looking for new ways to contact and engage people. These approaches are taking the concept of talent acquisition multiple steps ahead.
Companies are advised to constantly attract new talent and re-recruit the talent that is already in place. The traditional staffing team is being replaced by a team which works on talent acquisition strategies, focusing on building an employment brand, sourcing people in new places using social media tools, creating opportunities for internal candidates, and leveraging the huge network of referral relationships within the company.
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