Two Stages Of Talent Acquisition

There are two stages of talent acquisition, recruiting and selection. Recruiting has changed and became more complex as the labor market evolved. Talent acquisition depends on workforce planning, economic and market conditions. In a buyers’ market, the employers have more bargaining power. In a sellers’ market, the candidate has more bargaining power. Considering the high cost of turnover, recruiting high quality talent will maximize time and money

(Mathis, Jackson ,Valentine, Meglich). Human Resources Management. (2017) Job design is organizing duties, tasks and other responsibilities into a productive description of the essential functions of a job. This can influence the overall job satisfaction of the employees. Identifying what

Some applicants will be attracted to a job for non-monetary rewards. Recognition for hard work makes an employee feel appreciated and wanted and makes them want to perform to the best of their abilities. If the job has growth and advancement opportunities, this is motivation for the employees to perform at high levels. Rewarding a productive employee with a bonus or paid time off is a good way to keep talent. Fair pay and benefits are likely to promote job satisfaction. Employee- supervisor relationships effect retaining talent. If one can build close relationships with their peers, this shows your organization has a positive workplace. Providing job security is an effective way of retaining talent. People are drawn to careers that provide a steady paycheck. Work-life balance affects performance and retention. A heavy workload and stressful work environment leads to excessive turnover. The ability for employees to balance work and personal life matters is important to retaining talent. Companies that cannot retain top talent have a less quality workforce and are usually understaffed. Human resources should provide opportunities for advancement and additional training. To combat turnover, an HR professional can collect data to find out the causes. They can calculate the absence/turnover measurement. Use employee surveys. Give exit interviews and use

The applicant with submit a resume, apply online, or apply in person. The next step is a pre-employment screening to see if the applicant meets the minimum qualifications. Electronic screening can be an option to speed up the process. Examples could be a background check, drug screening, and a credit check. Checking an applicant social media is a form of screening, although many find this to be a questionable practice. After that comes the interview. There are two types of interviews to use, structured and unstructured. Structured interviews ask the same questions to all applicants with consistency. Unstructured interviews ask different questions to each candidate. After a conditional employment offer is made, some employers can ask for phycological and physical tests. Perform previous employment and reference checks and make sure an applicant is qualified. The final step is making a job offer. Many offers are given over the telephone and some formalize the offer in a letter. Details of the terms and conditions of employment should be clear and should not have vague statements or uncertainty. One might consider letting their lawyer review the terms and