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SR: What is the present scenario of made hastily due to time constraints less likely for unfit people to apply for
Talent Acquisition as per you
and pressures of a current opening.
openings.
on a holistic way? It simply cannot be an aft erthought
RKM: Technology has revolutionized or a low priority. A long-term vision With that change alone, HR
talent acquisition like never
departments have seen less time
for the company typically supports
before. Process of Talent Acquisition the use of a talent acquisition strategy wasted on castaway resumes.
itself has undergone a huge change I to ensure growth and future success. Efficiency has thus been improved.

can define the present scenario in 3 After all, people are the biggest and Through a simplifi ed recruitment

phases most important asset and they should process, HR departments have had
be recruited with utmost thought and more time to focus on intra-company
• Phase 1 - Requirement of Talent care. matters and making their collective a
• Phase 2 - Process of Talent better one.
Acquisition Phase 2
• Phase 3 - Target & Talent The process of Talent Acquisition is Social media has turned profi les into

availability as of now changing as well. The way we recruit resumes that are available around the
has changed. A decade or so ago, clock. With an informal platform,

Phase 1 hiring was just about right credentials. companies can come off as more

The requirement of the organisation Future employees were judged solely attractive to potential candidates and
is changing, now talent is no longer on their work experience, certifi cates attract much better and more fi ltered
required for a specific job. In and every other tangible thing they off ers.

past few years we focused on job can possibly acquire.
requirements; however, the paradigm Phase 3
is changing now as more and more Nowadays, things have changed, Target & Talent Availability
organizations are now focussing on and there are many more variables
“Organisational cultural fi tment”. to consider. Personality, charisma, Though the Future is empowered

potential and ability to learn fast are by technology, the ‘human touch’
We understand that businesses much more valuable than credentials. will gain even more importance.
cannot innovate, grow, and Millennials are the new workforce
outperform their competitors if they Social recruitment is one of the fastest for future; hence organisations must
don’t have the right people in the growing process of talent acquisition. be willing to introspect and evaluate
workforce. To realize success in the While it’s not a new concept, it has their current realities. Businesses
future, one must have talented and seen substantial growth in the last should operate with an understanding
innovative individuals helping them few years. HR professionals have seen that more than one option can be
achieve business goals. Organisations the value and the influence of social evaluated simultaneously.

understand this fact and that’s why media and have started implementing
they are investing in the best methods it in their recruitment processes. Further, leaders must be conscious of
to win over top talent. Social media is an important because how they can use foresight, hindsight
it gives recruitment a new, not yet and insight to have more choices,
Talent acquisition is not only seen, informal hue. Th rough the as well as be empathetic to others
about filling current positions; it’s availability of information through and their views. Leaders will need to

about taking a long-term strategic social media, recruiters and managers be comfortable with not having all

view in terms of the requirement can find out more about their of the answers. It is also important
for future positions as well. It’s candidates, than probably what they for leaders to be coached, reverse
more about building top talent can acquire in an hour’s interview. mentored and to constantly seek

within the Company rather than feedback in order to find and cement
simply recruiting for current job Job advertising has become easier. their true purpose
opportunities. With targeted marketing via
Facebook, LinkedIn and Instagram, SR: With AI used in the screening
Prioritizing talent acquisition is vital companies can reach the right people, of CV’s some of the best of
to the business because the right at the right time and at the right the candidates are not picked how

people are vital to the business’s place. The Internet-based method should we add H - Humane factor to
future success. Decisions shouldn’t be of advertising job openings makes it the Selection processes?
22 | CAREER BEACON | Inaugural Issue | 2019