3. What is
Strategically managing the flow of talent
through an organisation.
Its purpose is to assure that the supply of
talent is available to align the right people
with the right jobs at the right time based
on strategic business objectives.
AVOID FINANCIAL RISK IN THE RECRUITMENT PROCESS
Aligning long-term staff planning with business strategy is essential.
FILL THE TALENT PIPELINE
Your talent acquisition efforts need to be documented, ensuring that
you have the most qualified and relevant candidates at the ready,
when you’re ready.
HIRING ‘RAW TALENT’
For some companies, a candidate doesn’t necessarily need to have
the right qualifications and experience, as much as the ‘raw talent’ for
GO BEYOND ACTIVE CANDIDATES
Talent acquisition means attracting passive candidates, rather than
Process of Screening:
1) Technical Interview
2) HR Interview
1) Aptitude +Technical
2) Psychometric test
3) Technical Interview
4) HR Interview
Upto DGM Level:
1) Telephonic Interview
2) Technical Test
GM Level & Above:
1) Technical Test by HOD
2) Peronsal Interview by
ONLINE JOB PORTAL, CAMPUS,
REFERRAL, ONLINE JOB PORTAL,
1) Set Objective based
2) Review the Progress of
the Evaluation Period
3) Assessment of the
level of Achievement at
the end of the
1) Goal setting on quarterly
basis by Manager
2) Assessment at the end of
3) Rating awarded out of
100 (CAP Score)
For new entrant:
By Immediate manager/
Director after 3 M & 6 M of
Half yearly and annual
assessment by Director
1) Exceptional Contributor
3) Team Performer
4) Under Performance
RATING BASED TARGET AND RATING BASED
1) Applicable for Grade 9
2) Depends on the level
of achievement in each
of objectives together
3) Not a guaranteed
Recognition & Rewards
1) Pat on the Back
2) Your Contribution
5) Rising Star
HR involvement in Rating
CPA score accumulation
defines limit of appraisal.
Half Year Appraisal:
1) Self remarked duly filled
information evaluated by
HOD as per KRAs.
2) Planned vs actual
project completion dates
are evaluated for teams.
KRA assessment by
ANNUAL REVENUE IS DISTRIBUTED
AS A COMPONENT OF SALARY
BASED ON PROMOTIONS MAJORLY. CURRENT FINANCIAL HEALTH IS
CRITICAL IN DECISION MAKING
12. Manufacturing Industry
1) Poaching talent from competition.
2) Focus on employer branding.
3) Define and articulate employee value proposition.
4) Intrinsic Rewards
5) Enhanced learning opportunities
6) Health & Safety.
7) Developing future talents.
13. Out of box practices
Google, Amazon and Facebook's Secrets to Hiring the Best People
1) Begin telephone screens 15 minutes mid, 15 minutes late, or not
under any condition since they need individuals who are constantly
2) Ask the contender to unravel your own, particular issues with the
goal that they can check is hopeful need any assistance or not
3) Ask similar inquiries again and again and over once more To test
4) Ask a question, then start typing very loudly - To find people who
remain focused despite distractions
14. Recruiting, retaining the right employees can be
challenging, but the rewards of a well-constructed
strategy can be enormous,because effective recruiting is
the foundation on which any talent management
program is built.
This presentation compared recruitment, performance
evaluation and appraisal of 3 different companies of
Organizations customized them to fit their specific
In the end, the key to effective talent acquisition lies in
thoughtfully answering a few essential questions:
Whom should we recruit?
What should our recruitment message be?
How can we reach these specific people?
The examples of effective practices presented here
should help organizations answer these questions in
ways that will improve their applicant pools, the quality
of the people they hire, and ultimately the performance
and retention of these new employees.