Organizations around the world require skilled labor.  As employees are the driving force behind the success of any organization it is important for every human resources department to identify and recruit only the best talent available.  Recruiting new employees involves talent acquisition where the human resources department identifies the best talent available in the market.  Overall the steps involved include identifying, acquiring, assessing and hiring the best in the industry.  Once the right candidates have been hired, that’s when talent management begins.  Talent management is a business process that enables an organization to retain the best employees.  Many times if talent management is not handled properly then an organization may experience high staff turnover.

Talent Acquisition Defined

Talent acquisition refers to the process of identifying and recruiting new employees for an organization.  The human resources department is normally tasked with the job of identifying and recruiting staff.  In many organizations recruitment is its own distinct department.  Generally the recruitment process will follow the following steps:
1. Position Description – Human resources will come up with a job description for the opening.  If it’s a new opening then the relevant departments in consultation with human resources will come up with the job description.  If its an existing position then historic position descriptions can be used with adjustments made as required.
2. Job Opening – Once human resources has the job description ready, the opening can be posted on the organization's website, talent management portal or advertised in the media. 
3. Interview process – The talent search committee or staff members will receive applications to the position opening, screen them and shortlist individuals that they feel are most qualified.
4. Checking references – The human resources department after conducting interviews will start to perform background checks on the candidates who have been interviewed to verify their qualifications.
5. Final recruitment – The final candidates will appear again for the final interview and Q & A session after which time the best candidate will be selected.  The candidate will also present any legal documentation that is required.

Talent Management Best Practices

Talent management refers to retaining the best candidates in the organization.  Any organization would not want to lose its best staff to other companies. That’s why many organizations embark on talent management programs which ensure the best staff stay within the company.  Some of the best practices in talent management include:
• Developing clear job descriptions so that the right employees are recruited for the job
• Using a clear and precise recruitment process to get the right staff that have the same potential as the organizations culture, mission and vision
• Utilizing performance reviews that will measure employee performance in conjunction with the organization's standards
• Providing specialized employee on boarding and ongoing training and development opportunities
• Providing regular coaching and feedback to employees so that they feel valued by the organization
• Providing opportunities for openness within employee ranks (e.g. team building) that will give employees the chance to interact with each other regardless of their position within the organization

• Compensate employees fairly based on market conditions and skill levels.  Ensure compensation assessments are kept up over an employee's tenure.

• Hold exit interviews to know what employees think about the organization and areas that need change


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