Finding the right people is tough. But talent planning and acquisition doesn’t have to be. You’ll learn how to plan for your talent needs and attract top candidates. This starts with a solid talent acquisition strategy.

Table Of Contents:

Table Of Contents:

What is Talent Planning and Acquisition?

Talent planning and talent acquisition involves getting the right people in the right roles at the right time. Talent acquisition is about anticipating future skill needs and creating a plan to find these people.

Why is Talent Planning and Acquisition Important?

Talent is the engine of your business. Without the right people, you’re stalled. Effective talent planning and acquisition fuels business growth. It fosters innovation and helps you outperform competitors. It also allows you to create an effective selection process so you make the right hires. Almost 70% of companies report difficulty finding qualified candidates. Experts predict a global deficit of over 85 million skilled workers by 2030. Building robust talent pipelines now is more critical than ever.

The Five Phases of Talent Acquisition

The talent acquisition process is a continuous cycle with five general phases.

Phase 1: Planning

First, assess your organizational needs. Consider existing jobs and identify growth opportunities. Look for areas to innovate or cut costs by optimizing roles. Identify current and future skill gaps. Collaborate with departments to determine talent needs now and for the future. Use this information to plan your hiring process.

Phase 2: Sourcing

Put your plan into action. Find potential employees through targeted sourcing. Focus on employer branding and the candidate experience. How do job seekers view your company and open positions? Many large companies are investing in positive employer branding to attract potential candidates. However, many HR professionals report that candidates often lack essential skills. Consider alternative sources when reaching out to talent pools. Explore communities like military veterans or stay-at-home parents re-entering the workforce. Consider adding employee referrals to your sourcing strategies as a talent acquisition strategy example.

Phase 3: Recruitment

This phase involves contacting and communicating with candidates. It includes setting up and conducting interviews. Ensure prompt and honest communication to provide a positive candidate experience. Many HR professionals have adjusted benefits packages. Why? Because candidates prioritize strong benefits. Tools like Mapertunity.com can streamline the recruitment process by allowing candidates to post resumes that tell you where they are and them where you are. It creates more engaging job descriptions.

Phase 4: Selection

Review potential hires and make offers. Use data-driven decisions instead of relying on gut feelings. Improving your selection process allows your business to meet its long-term goals.

Phase 5: Onboarding

Onboarding shapes new hires’ first impressions. A 30/60/90-day checklist helps them get up to speed quickly. Ensure a seamless and organized onboarding process.

Building a Successful Talent Acquisition Strategy

A solid talent acquisition strategy is a recipe for success. Every organization’s talent acquisition strategies can and should be different. Your successful talent acquisition strategy may vary from others.

Understand Your Needs

Analyze your current team and identify strengths and weaknesses. Predict future needs based on business goals. Evaluate data from past hires. Look at talent acquisition strategy examples. Determine which channels and techniques produced successful long-term employees.

Employer Branding: What’s Your Pitch?

Highlight what makes your company a great place to work. Promote this message on your website and social media. Look at how your company culture can attract potential candidates. Your job boards and social media accounts will have information about open positions and company values. Many HR professionals emphasize strong benefits to retain talent. Alternative credential sources are also gaining traction. A talent acquisition strategy framework helps organizations ensure the right hires. Social media is vital for HR. Most HR professionals find sites like LinkedIn and online forums valuable for recruitment. Job descriptions often need to change with evolving requirements.

Embrace the Gig Economy

The gig economy provides access to specialized skills. Consider gig talent for flexibility without long-term commitments.

Prioritize Diversity and Inclusion

Diversity fuels innovation. Diverse teams often outperform less diverse ones. They’re more responsive to market trends. Many candidates seek companies committed to diversity, equity, and inclusion (DEI). A focus on DEI attracts talent and strengthens your workforce planning. Candidates now actively look at a company’s DEI initiatives when looking at job boards.

Using Mapertunity for Talent Planning and Acquisition

Mapertunity provides a new way to view candidates. Job seekers post resumes on a map-based interface. Hiring managers can filter and review candidates quickly based on location. It significantly speeds up the selection process and helps organizations ensure effective talent acquisition. For instance, if you need a marketing manager in Austin, you can use Mapertunity.com to filter by location and job title. This streamlined approach helps HR professionals find the best candidates faster.

FAQs about talent planning and acquisition

What are the 5 phases of talent acquisition?

The five phases are planning, sourcing, recruitment, selection, and onboarding. It is important to build robust talent acquisition processes. These phases offer a guideline for your talent acquisition strategy. A well-defined talent acquisition model will strengthen your overall workforce planning and talent management efforts.

What is meant by talent acquisition?

Talent acquisition is a strategy for finding, attracting, and hiring skilled workers. It’s future-focused and helps businesses meet their long-term goals. It anticipates tomorrow’s needs and challenges, unlike simply recruiting. It includes using strategies such as improving the employee referral system.

What is the difference between HR and TA?

HR is the broader category. Talent Acquisition (TA) focuses specifically on finding, acquiring, and developing talent. HR handles daily personnel tasks. TA takes a strategic approach, ensuring companies hire people who will add long-term value. Many TA managers work closely with human resources to forecast talent demands. TA professionals are key to building robust talent and enhancing employee experience.

How to build a TA strategy?

Build a TA strategy by understanding your current and future business goals. Anticipate project needs and potential talent opportunities. Address near-term demands and long-range possibilities to minimize turnover and maximize productivity. Make your life easier by building a strong employer brand.  Ensure your candidate experience is world-class and that your talent acquisition strategy is always in continuous improvement mode.

Conclusion

Talent planning and your talent acquisition strategy are crucial elements for success. Mapertunity.com offers a new way to connect with talent and fill open positions efficiently. It makes attracting talent faster and cheaper.  It optimizes the recruitment process and allows you to easily update your job descriptions.