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Talent acquisition
Talent acquisition is the process of finding, hiring, and retaining the people an organization needs. It involves creating strategies, programs, and processes to meet current and future staffing needs.
Steps in talent acquisition:
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Identify needs: Determine the staffing needs of the organization
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Source candidates: Find potential candidates to fill open positions
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Screen candidates: Assess candidates to determine if they meet the qualifications for open roles
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Interview candidates: Conduct interviews with candidates who meet the qualifications
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Select candidates: Choose the candidates who are best suited for the available positions
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Onboard new employees: Integrate new hires into the organization
Talent acquisition goals:
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Attract and retain top talent
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Diversify the company’s labor force
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Develop a strong candidate pipeline
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Ensure the organization has the right talent to be successful
Talent acquisition strategies
Talent acquisition strategies should align with the organization’s human resources strategy and broader strategy.
Talent acquisition tools
Talent acquisition software and AI recruitment tools can help organizations streamline the hiring process and bring in top talent.
Pillars of talent acquisition
Benjamin Schneider’s Attraction-Selection-Attrition (ASA) theory describes how three interrelated forces form the fundamental pillars of talent acquisition. These determine the people that work in an organization.
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The first force is attraction. Job seekers can apply to all possible organizations but tend to only apply to the ones they want to work for. These organizations differentiate themselves based on a number of factors, including a strong employer brand and a strong value proposition for employees.
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The second force is selection. Once a job seeker applies, it is the organization’s responsibility to select candidates that align with both the role and the organization. This is all about person-job fit and person-organization fit.
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The third force is attrition. Once hired, if there is no fit between the person and the job or organization, the person will eventually quit. This means that the organization will only retain people who are congruent with the characteristics and makeup of the organization.
These three forces are the fundamental pillars of talent acquisition.
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