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Talent acquisition

  1. Talent Acquisition An Overview The
  2. TALENT MANAGEMENT Talent management is the strategic management of the flow of talent through an organization. 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. Talent-management processes include: Workforce planning Talent-gap analysis Recruiting Staffing Education and development Retention Talent reviews Succession planning Evaluation To drive performance, deal with an increasingly rapid pace of change and create sustainable success, an organization must integrate and align these processes with its business strategies. The
  3. TALENT MANAGEMENT MODEL Vision, Mission, Strategy and Values Talent Management Strategy Talent Acquisition Sourcing, Selection and Onboarding Talent Development Performance Management, Career Development, Leadership Development and Succession Planning Talent Assessment and Alignment Internal Mobility and Workforce Planning The
  4. TALENT ACQUISITION Talent Acquisition is the process of attracting, finding, and selecting Employment highly talented individuals Brand (those who align with the business strategy, possess required Definition of Need competencies, and who will integrate smoothly Sourcing and productively into the organization and its culture) to meet current Selection and future employment Pre-Boarding needs. The
  5. TALENT ACQUISITION WORKFLOW Requisition Process Sourcing Application Process Screening and Interviewing Employment Offers Notification of Non-selection The
  6. ACQUIRE WISELY “Organizations need to get the right people on the bus and in the right seats to succeed.” “Good coaching, training, mentoring, etc., is not likely to make up for bad selection.” “Hire hard….Manage easy!” Collins, J. (2001). Good to great. New York: HarperCollins. The
  7. DEFINITION OF NEED & SOURCING Effective Sourcing First Requires Accurately Defined Needs An employer must first define what need exists and then determine what types of talent it requires to fulfill that need. What is Sourcing? – Determining the most effective places to find the talent needed – Includes internal and external sources – The process includes announcing the job’s availability to the market and identifying and attracting qualified candidates to apply. – Includes traditional techniques like advertisements, job fairs and postings – Also includes techniques like social networking, finding passive candidates, and targeted functional searches The
  9. Important Considerations Person-Job Fit: The match between a person’s knowledge, skills and abilities and the requirements (competencies) of a specific job (“demands-ability fit”). Related to higher performance and lower turnover. Person-Organization Fit: The congruence of an individual’s personality, beliefs and values with the culture, norms and values of the organization. Related to job satisfaction, commitment and turnover. The