Talent Acquisition Essay

TAG is interested in providing high quality recruits to HCL operating in IT systems, and other activities .Recruitment is a long process to be fixed by the TAG and that includes all steps of traditional recruitment from setting the basic job functions the skills required as required by certain profiles ,as designed by the recruiters and the managers in charge of recruitment in accordance with the strategic options set by the organization or the Company in respect to the policies and expectations of the Company’s top management. In this case study, TAG used the selective techniques for the job qualifications required at HCL. These techniques accounted for the so called Talent acquisition which is not much different from the old traditional

The reasons for using consultants included the provision of interim or other temporary services specialist expertise such as labor law, general support such as training and included more substantial involvement with change, either just as the diagnostic stage or throughout the change process. HR consultants are often sought initially for their specific expertise and knowledge and there are often follow-on opportunities for wider organizational development. Consultancy services are types of marketing services in which are of sensible and hence cannot be evaluated subjectively. Hence, the fact of choosing a consultant as a service provider on some interesting and crucial issues for any organization tends to be more difficult than choosing a supplier of goods. This may lead to the criticism of the talent acquisition process and the quality of hire on the whole as it cannot be for being intangible, to be evaluated subjectively and then cannot be generalized as they concern only the experience of a specific Company in this case it is HCL

However, the opinions of consultants may also be partly biased as what a consultant deems appropriate performance in marketing based on a high performance outcome which is desired by the management but cannot be set as a rule as performance outcome depend on various factors, and hence cannot be used as a general rule on which the parameters of performance assessment can be set. Hence the whole theory of talent acquisition and quality hire remain subjective and rather subjective more than being empirical and can be verified in different areas of business where the services sought are tangible rather than intangible. Therefore, the parameters of measurement of the quality of hire remain limited and cannot be easily verified as they pertain to the HCL Company and cannot apply to another Company.( Burden,