1. Talent Acquisition
“recruiting the right people, at the right time, for the
right cost structure, in the right location”

2. Talent acquisition
• Is the process of finding and acquiring
skilled human labor for organizational
needs and to meet any labor requirement.
• The talent acquisition team within a
company is responsible for finding,
acquiring, assessing, and hiring candidates
to fill roles that are required to meet
company goals and fill project
requirements.

3. executionspeedplanning
• Quality
• Turnaround time –TAT
• Maximizing number
TURNAROUND TIME
SUCCESSFUL
TA MODEL
Talent acquisition strategies

4. Quality
• Hire good talent- search, communication skills and
enthusiastic
• Prioritize requirements and distribute accordingly
• Validation qualification, percentage, sending test mails, check online
presence(LinkedIn, Facebook, Twitter),skill rating, projects, Use market
intelligence, and references
• Submit most qualified resumes
• Keep analyzing the feedback on resumes
• Check efficiency of interview coordination - recruiter need to do ground work
• Maintain good ratio of scheduled interviews and attend interviews
• Good negotiation and make right decisions
• Maintain good ratio of offers to Joiners

5. Turnaround time - TAT
Respond quickly to the requirements Identify the gaps in the process
Define time lines Speed required
• JD initiation - resume sourcing
• Sourcing resume sent to the client.
• Resume sent - feedback awaited from the client (shortlisted /rejected
/hold).
• Resume shortlist - interview scheduling.
• Interviews to offer.
• Offer to joining

6. Maximizing numbers
• Define targets number of submissions per day, number of hires per
month/recruiter
• Prioritize the requirements
• Use effectively internal data
• Communicate well with internal and external stakeholders
• Constant follow up
• Work with speed and make decisions quickly

7. RECRUITMENT IS NOT TALENT ACQUISITION
• Recruiting is a subset of TA, and includes the activities of
sourcing, screening, interviewing, assessing, selecting and
hiring.
• Talent Acquisition Planning & Strategy
• Workforce Segmentation
• Employment Branding
• Candidate Audiences
• Candidate Relationship Management
• Metrics & Analytics

8. SOURCING CHANNELS IN TALENT ACQUISITION
Talent acquisition trends visible in the market today.
• Social Media
• Boomerang Rehires
• Shift from active tools
• Mobile Technology
• 360-degree approach in Talent Acquisition
• Internal Promotion
• Employer Branding
• Assessment Centres
• Maintaining parity
• Satellite Location Hiring
• Diversity Hiring
• Increasing focus on Employee Referrals

9. “5 key trends that are shaping the future of
Talent Acquisition and sourcing in India”
• Social professional networks are increasingly impacting
quality of hire.
• Employer branding is both a competitive threat and a
competitive advantage.
• Data is used to make better hiring and branding
decisions.
• Companies are investing in hiring internally to
stop top talent from walking out the door.
• Companies are figuring out the mobile recruiting
terrain.