Course Overview
1h 39m | 10 Videos | 80879 Views | 
Intermediate About Talent Acquisition
Talent acquisition is a recent phenomenon in the world of recruitment. It involves searching and gaining skilled labor to fulfill the needs of an organization. It is applicable in terms of recruitment and Human Resource Management.
A talent acquisition department of an organization helps in seeking and getting candidates to fulfill company demands and project requirements.
Talent acquisition is an intended role of an organization that involves talent procurement as well as workforce planning functions such as talent spotting, talent channeling, talent assessment and development. It is a process of recruiting viable talent to meet company needs. Nonetheless, talent acquisition is swiftly evolving into a unique and important job function.
It is the practice of obtaining skilled human labor for organizational needs and fill gaps in labor needs. In professional terms, talent acquisition implies to a group in the Human Resources department. These professionals are not only adept at sourcing strategies but also in candidate appraisal, agreement and employment standards as well as employment branding practices and corporate hiring initiatives. Talent acquisition is strongly allied with Marketing, Public Relations as well as Human Resources. Talent acquisition professionals create a distinctive message around the approach of company to the hiring and development of employees. Hence, the function involves procurement of human capital as well as corporate employee development. Huge companies recruit and hire a talent pool that results into formation of distinctive talent acquisition performance.
Recruiting professionals fluctuate between agency recruiting and corporate recruitment positions. Recruitment as a function is accountable for sourcing talent and bridging qualified candidates with an organization. The job role of talent acquisition is a unique one. It has been observed that the industry advisors support the formation of a talent department distinct from the HR department.
History
Talent acquisition came into being in recent times. Till date, recruitment as a function did not include duties of Talent acquisition. In several companies, recruiting was considered a rather vague function of an HR manager. Yet in other organizations, recruiting did not contain adequate duties of the corporate recruiter. Therefore a distinct designation of talent acquisition was needed to address the advanced and unique functions.
The evolution of talent acquisition can be observed over three time zones – 40s to 70s (the era of typewriters and rolodexes); 80s to 90s (advent of technology) and ushering of social media in the recent years.
Since the beginning of 1980s, organizations outsourced staff to recruitment agencies.
Whenever a company required distinct skills in manpower, the recruiter would sieve talent through the expanse of qualified talent and find applicants to fill the positions. The agencies would specialize in recruiting either one level of employee or employees in one industry.
New developments in social media have helped intensify the focus on candidate. Mobile apps have made it convenient for the candidates to gain an easy access to the job market. They can sift through the jobs and also apply online. The technological innovations of the 1990s played a key role in the transformation of the recruitment industry. The development of online job boards began to take over newspaper advertisements. Online postings widened the audience reach and recruiters could gain access to a large talent pool. With Applicant Tracking Systems (ATS), it became easier to track the candidates from various online avenues. The job-seekers also gained an advantage due to the availability of jobs across the globe at one place.
Talent Acquisition Course description
Talent acquisition assumes critical importance in HR and is accomplished through Human Resource Planning. It is followed by recruitment and selection of human resource.
Understanding MMPP and HRP
An important function of HR department is to induct appropriate manpower for jobs. The efficiency of this activity determines the correctness of manpower forecasting. This can be achieved through a proper manpower plan (MPP). Such a plan has to be in congruence with business plan of the organization to ease the process of manpower sourcing.
Therefore, Talent Acquisition – Planning, Recruitment and Selection, constitute the most critical function in the HR area. This too can be accomplished through a proper planning (Human Resource Planning) followed by quick recruitment and appropriate selection of human resource.
Human resource planning (HRP) is a continuous practice of organized planning, which makes best possible utilization of human resources in an organization. The main aim of human resource planning (HRP) is to make certain a smooth functioning between employees and jobs by steering clear of manpower scarcity as well as excesses. The key elements of the HR planning process are estimating labor demand, scrutinizing existing labor supply, and harmonizing expected labor demand with supply.
The HR plan needs to be versatile to fulfill temporary staffing trials, while adjusting to varying situations in the business and environment over long term. Human resource planning is also an on-going practice.
Understanding recruitment
The function of recruitment involves search for manpower. In an ever competitive market, recruitment function has the capability to construct or destruct an organization. Hence, it is essential for an HR manager to be resourceful and have several sources to meet the needs of an organization.
The selection of suitable candidate forms the main objective of an HR manager. However, an inappropriate selection could create stress on recruitment.
- Sources of recruitment
There are two sources for recruitment: internal and external. Internal sources are confined to the employees within an organization. This type of recruitment occurs through transfers and promotions. External sources of recruitment include advertisements, employment exchanges, educational institutes, labor unions, force applications or casual callers etc. Trade shows and job fairs also form a likely source for obtaining jobs.
- Factors affecting recruitment
Organization size, its policies, job image are some of the internal factors that affect recruitment. However, job market, labor laws and legal considerations could be considered as external factors for recruitment.
Difference between selection and recruitment
The procedure of finding candidates for employment and motivating them to try their candidature for job is recruitment. Selection is nothing but steps taken undertaken to choose the most suitable person for the available position. While selection involves work contract, recruitment does not. Recruitment encourages a bulk of people to apply for a job. Hence, it has limitless possibilities. On the other hand, selection is limiting in nature as only certain number of candidates or a candidate gets chosen.
Factors affecting selection
Several small businesses rely on the skilled HR department to reach crucial hiring decisions in the interest of company. Though selection of a suitable candidate can be a daunting task, few shared factors affect the procedure of HR selection. The entrepreneur and his HR department need to appreciate these factors in order to facilitate the process of hiring a perfect candidate for their company.
- One of the main driving factor for HR selection is relevant work experience. The experience required by an employer depends mostly on the existing job position and desired skills required to fulfill the duties of a particular position. HR department usually screen relevant work experience of the candidate by reviewing their resumes. Applicants lacking such work experience are invariably removed from the job-selection process. Employers seek to appoint individuals with relevant experience as it saves the company time and money in training an employee.
- Employee qualification is another important factor in the company’s hiring decisions. Certain job positions need specific industry related skills that are obtained through completion of a degree program. An individual with qualification suitable for the job is always preferred by the HR department. Another criterion is the reputation of institute wherefrom the candidate has a degree.
- Geographical proximity is another factor considered by the recruiting agents. They usually prefer to hire a candidate from same locality as it saves the employer money on interviews and relocation costs. However, when candidates fail to meet the expectations, employers look to get talent from other states.
- HR managers also prefer to hire individuals with lower salary expectation. Candidates with a greater salary expectation get eliminated from the selection process. On the other hand, a candidate whose current or previous salary is too low does not get considered for the job. HR managers usually show readiness to negotiate salary when they come across a candidate with most favorable skills.
Interview:
A structured communication between the employer and job seekers is termed as an interview. The interviewer asks questions to know about the candidate’s suitability for the job. Interview is always conducted face-to-face. With technological development geographical constraints have been done away with teleconferencing or interview via mediums such as Skype.
Appointment letter:
This document is generally is an end result of interview and salary negotiation. It is an important piece of evidence regarding job. It is also referred as ‘job offer letter’. The employer sends this letter to the selected candidate to join a particular post. An appointment letter contains important details about the job as well as the company.
Orientation:
During the process of orientation the newly joined employee is introduced to the rest of the employees. One learns about the company’s policies, work timing and other job related information.
What are the requirements/pre-requisites to this Training?
A graduation degree in commerce or any allied field is an acceptable norm for undertaking this training.
Though managerial education is not a must, it would help to have a diploma or basic training training in Human Resource Management. One must have a deep interest in the field of hiring talent. As the job involves searching and screening candidates, one must have the knack to find the individual with relevant skills for a particular job. One must know to match the industry needs with individual skills. Being internet savvy is an added advantage. Since the course is online, a computer with access to internet is mandatory.
Target Audience for this training
Any graduate or post graduate in management related to HR as well as marketing can avail the facility of learning the concepts intrinsic to talent acquisition. It would also help anyone seeking a change of job or a departmental shift. Any individual working in HR, administration as well as marketing could be a suitable candidate for the job.
FAQs – General Questions
- What does the online course entail?
The individual will have access to lectures from experts in the industry. You will also get all the course material related to talent acquisition.
- How will the course help me?
It will enhance your knowledge about the hiring process in an organization. One will get to know the strategies of acquiescing talent by methodical Human Resource Planning along with a swift and suitable selection of human resource.
- How can I be assured about the practical applications of the course?
The practical component in our course ensures that you will get hands-on experience about the details of acquiring talent.
- Where can I apply this course knowledge?
You can utilize the insights in your career as a HR manager or recruiter. Even as an employee you can learn the way employers think and seek out suitable candidates for a job.
- Will I get a placement after undertaking this training?
Though we do not provide any placement after course completion, the lessons learnt will make you confident. You will learn about new sources for getting jobs as well as how to bag the job you have long desired.
Course Testimonials
Lisa Marie
Having spent two decades in the field of recruitment, I always thought about being at the top of the game. However, this e-course was a total eye opener. I learned as well as practiced the concepts I had only heard about.
Alessandra Estrada
For someone working with an employment bureau this course has come as a blessing. No longer am I bewildered with the jargons. Having learned and befriended new concepts in recruitment, I am able to do my job a whole lot of good. The tests and methods of the course are extremely helpful.
Williams
I had been longing to make a shift from marketing to HR for several years. A timely completion of my course has helped me get the job of a Talent Acquisition Office at the firm I had been associated with for last 7 years. Thank you EduCBA.Wendy
Alex Winn
With an ongoing evolution of market trends, it is important to know as well as learn effective methods to find talent. As a recruitment officer at a job portal, I have learned way more than I could have learned elsewhere. This course is value for money learning experience.
Career Benefits of this training
- After the completion of this e-course, you will gain up to date information about the recruitment systems. You will have an edge over the HR executives and managers practicing the traditional methods of recruitment. One will learn newer ways of searching talent. You will learn more than the good old ways of recruiting through advertisements in newspapers and employment circulars. One will play a role in finding enhanced ways of HR functioning.
- You will learn the importance of Candidate Relations Management Systems (CRMS) – an interactive tool used for functioning with available talent.
- Learners will gain information about latest systems utilized for conducting interviews. Interviews with fixed time and location could be dispensed with as video interviewing systems have made a gateway. It will help them hold the talent despite geographical or temporal roadblocks. It will help you understand the hiring process in an organization. You will develop a comprehensive view about the hiring process of the human resources.
- The future recruiter will learn how talent acquisition could be best gained by appropriate planning (Human Resource Planning) and a swift recruitment for suitable selection of human resource. One can learn to search as well as connect with the recruit by implementing the latest in technology.
| Where do our learners come from? |
| Professionals from around the world have benefited from eduCBA’s Talent Acquisition Training courses. Some of the top places that our learners come from include New York, Dubai, San Francisco, Bay Area, New Jersey, Houston, Seattle, Toronto, London, Berlin, UAE, Chicago, UK, Hong Kong, Singapore, Australia, New Zealand, India, Bangalore, New Delhi, Mumbai, Pune, Kolkata, Hyderabad and Gurgaon among many. |
