TALENT ACQUISITION SPECIALIST

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1. Business Centric Recruitment And Selection Framework  Recruitment is the focus is on attracting, selecting, and designing the appropriate candidates for one or more positions within an organization, permanent or temporary.  The selection process aims at conducting interviews and evaluating candidates for a specific job, defined at recruitment, selecting.  External factors that influence recruitment and selection are supply and demand, unemployment rate, intern market, place where the applicant resides and company image.

 Internal factors that influence recruitment are recruitment policy, company size and cost growth and expansion.

2. Strategic Workforce Planning  Strategic workforce planning sets HR up to identify talent needs associated with the organization’s future goals.  It also establish a strategy to ensure the organization has the right mix of talent, technologies and employment models to reach these goals.  The first step in building an effective workforce plan is understanding the organization’s business strategy and goals.  To develop a successful workforce planning strategy, organizations must gather intelligence to understand business strategy, identify talent risks associated with successfully executing that strategy and develop a plan to address those risks.

3. Employer Branding: Power Of Recruitment  Employer branding is the process of positioning your company as the employer of choice to a target group of potential candidates.  A strong employer brand is likely to be linked to job consideration compared to a strong company brand. That means developing employer brand can help to level the playing field in the war for talent. This is especially important when hiring younger and more junior demographics, on a global scale.

 Employees working at companies with strong employer brands are more invested and present lower turnover rates which means that they do not think about quitting their job at all so strong employer brand leads to retainment of employees.  Employer branding is a smart business investment. Whereas a bad reputation costs you quality applicants, a great employer brand means you can spend less on recruiting costs because people will naturally find and apply to your open positions.

4. Positional Competency For Recruitment And Selection  Competency-based recruitment is a process of recruitment based on the ability of candidates to produce anecdotes about their professional experience which can be used as evidence that the candidate has a given competency.  Candidates demonstrate competencies on the application form, and then in the interview, which in this case is known as a competency-based interview.  A job competency is a skill or quality that an employee needs to have in order to succeed in their role.  There are three types include – core competencies, cross functional competencies and functional competencies.

5. Sourcing The Right Talent: Pillar Of Recruitment  Talent sourcing refers to the process of identifying, researching, generating, and networking with potential job candidates in order to convert individuals into job applicants. The broader task of talent sourcing is to generate a consistent flow of highly-skilled applicants.  In order for a talent management strategy to exist, there must first be talent. Recruitment is Step 1 in creating the strategy. Here, companies and organizations work to attract talented people who can be converted in to employees.  The goal of talent sourcing, at its most basic, is to convert non-applications into applicants. Talent sourcing is therefore the starting point of the recruitment process and an essential element of building a robust talent pipeline.

 The relationship between talent sourcing and recruiting is, therefore, symbiotic. A talent sourcer generally focuses on generating leads for a small number of requisitions. They work closely with recruiting and hiring managers.

6. Methods And Tools For Right Selection

 Detailed methods and tools based on 21 Selection Metric

7. Behavioral and Competency Based Interviewing  Behavioral interviewing is a job interviewing technique where candidates are asked to describe past performance and behavior to determine whether they are suitable for a position. Behavioral-based interviewing provides a more objective set of facts to make employment decisions compared to other interviewing methods.  Competency-based behavioral interviews are a widely used mode of job interviewing, there is evidence that both standardization and the use of behavioral questions increase the psychometric properties of interviews.  Competency-based interviews use questions which aim to find out how you have used specific skills in your previous experience and how you approach problems, tasks and challenges.

8. Psychometric Test in Recruitment and Selection  Psychometric testing is a type of test used in recruitment to measure a candidate’s mental capabilities, intelligence levels, and aptitude.  An employer can use different tests to determine a candidate’s job suitability including verbal reasoning, logical reasoning, situational judgement and numerical reasoning.  There are essentially three categories: aptitude tests, skills tests and personality tests.  Psychometric assessments provide employers with more insights into potential hires that may not be able to easily be captured from other methods such as through an interview or their resume. More specifically, psychometric tests are an efficient means to measure the strengths and weaknesses of a potential employee.

4 (Four) Psychometric Tools on several competencies are to be taught with scoring keys and measuring techniques

9. Assessment Centre for Selection

 The assessment center method is often used in selection procedures to test the suitability of the candidates.

 An assessment consists of several tests and practical simulations that are intended to show whether a person is the right fit for a particular position or still performs optimally.

 The assessment often consists of different components including intelligence tests, psychological tests and presentations. Role-playing often is part of an assessment too.

 Using the assessment center method, candidates are tested for the qualities required for a certain position. For instance, if it is an executive function, candidates will have to show their leadership qualities in the assessment.

 To test these qualities, various techniques and assignments are used in the assessments. Examples of assignments that are used frequently are the mailbox exercise, the interview simulation, the group discussion and fact finding.

 After the assessment a report is drafted with the results and conclusions from the assessment.

10. Wrong Hire: Cause, Impact and Strategy to overcome

 Causes:

 Lack of standardized hiring process

 Inadequate talent pool

 Poor candidate evaluation

 Impacts:

 Lost productivity

 Lower staff morale

 Monetary cost of finding a replacement

 Strategies to overcome:

 Ask yourself if you really need to hire someone for this position

 Be very specific about the requirements of the organization for the position

 Ask for referrals

 Be aware of bias hiring

 Pay close attention to performance in the first few months

11. Analytics in Recruitment and Selection  Recruitment analytics is the detection, interpretation, and simplification of meaningful patterns for sourcing, selecting, and hiring. This means that data is used to find and explain patterns in data.  Recruiting analytics can answer many questions, including:  Which sourcing channel provides the best candidates?  What is the cost of hire for a position?  What do my best candidates have in common?  Where is my recruitment funnel do most candidates drop out? Being able to answer these questions is essential to improve decision-making in recruitment.  Predictive analytics in recruitment is the process of using historical data to make predictions about future hiring activities and candidates.  In recruitment and selection, this process allows us to predict better ways to source, assess, and select candidates.

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