Talent Acquisition - A Process View



At the outset, a very happy weekend to all my followers, fellow bloggers. I’m taking Talent Acquisition for this weekend to explore some of the key aspects which will benefit the experienced and the aspiring TA specialists. I’m sure you are following all my blogs and liking it…If you do then leave a comment below

Being a specialised role for an HR, how to stand out in this role from  the rest is a question that you must ask yourself. I have tried my best to throw some light on the subject, and here are some pointers to make the function more effective to ensure you hire the best talent for your company and you command respect in your organization. 

Manpower Planning
Being participate in the manpower planning exercise, ask questions, seek clarity and contribute to arrive at more detailed requirements. The first step in the overall life-cycle is this where the management would be directly involved and is a critical exercise either at the end of the financial year or at the beginning. There is an adage which goes like this Planning without control is meaningless and control without planning is useless. Therefore, the soundness of planning is established only when the plan is executed to produce the desired outcome.

Draw out the Job Description
From the manpower planning exercise come up with the written job description for the positions required or created. This is a collective exercise where the functional heads and the HR would be involved. You can research on some of the similar positions that exist in other companies to get an idea about the tasks, jobs and the responsibilities. JD plays an significant role not only in hiring but also it is a mandatory requirement of all the existing employees for it the input or go to documents when you have to map the  KRA and KPI for the role/position. One crucial fact that many misses is JD is not activities or tasks it is the descriptive statement therefore, it is to be crisp .., For Example in Recruitment I often find candidates detailing the activities like Sourcing, Screening, shortlisting scheduling, follow ups instead you may write “Managing the Recruitment and Selection Lifecycle process for X company” . Though by and large this is applicable it might vary slightly in large manpower hungry companies where there are separate Sourcing teams, offer roll out teams.

Sourcing and Telephonic Discussion
Once you have the details of the job you will initiate the sourcing. There are ample tools, channels and portals in the market to aid in this activity. You may use Linked In, Hirist, Naurki, Times jobs, IIM and the list goes on. The most effective language that one must be aware is Boolean to thrive and succeed.
There are umpteen blogs, materials, tips online about the telephonic discussion … let me offer the crux here… Telephonic discussion is all about “Integrity Check” - Read the resume, analyze it, ask questions and clarify education, personal profile and experience if any. You must also be cautious if the candidate is fumbling to importance questions, nervousness can be excused during the interview process but any element of observation on family, roles and responsibilities in the previous organization if not explained those are red alerts. Encourage the candidates to ask questions in a way that helps understand candidate’s interest.

Interviewing
Off-late interviews happen with the aid of technology, one can utilize these tools-Whatsapp, Zoom and Skype. Therefore, candidate shouldn’t be surprised or you shouldn’t be shocked when the management requires you to be competent at tools like mentioned about. Interview basically; assess candidate’s personality, result orientation and his past accomplishments. Interview is an art; there is a whole new methodology in recruitment which is name BBI technique (Behavioral Based Interview) which delves into “STAR” approach to interviewing. My next blog would possibly be on BBI so watch out for more there.
Selecting the right fit
 As you bring the candidate through the funnel meeting with various stakeholders the quality of the candidate is ensured and the selection decision happens eventually. Here, selection is as important as other previous process,You select the right fit in terms of the role, past experience, location, cost and culture. It is crucial and once the decision is made it needs to be communicated to the candidate in a defined time frame.. The run for talent is increasing so the time plays a crucial role is selecting and offering the right talent. A word of caution Never keep the candidate guessing - pass the feedback then and there without any delay. Follow the other processes like Fitment, negotiation and obtain relevant documents before the offer roll out. In fitment the internal and external parity can be considered to make a wise C&B call.


I’m glad that I’m able to contribute in the space that I’m interested in and engaged myself into… Hope you like the above blog and as said please leave comment once you read.

 I handle HR for Vajro a SaaS based mobile application platform for E-commerce Stores. Also a  Blogger, Speaker  and interested in networking. 

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