TALENT ACQUISITION SPECIALIST

COURSE Instructor

Recruitment is the focus is on attracting, selecting, and designing the appropriate candidates for one or more positions within an organization, permanent or temporary.
The selection process aims at conducting interviews and evaluating candidates for a specific job, defined at recruitment, selecting.
External factors that influence recruitment and selection are supply and demand, unemployment rate, intern market, place where the applicant resides and company image.
Internal factors that influence recruitment are recruitment policy, company size and cost growth and expansion.

Strategic workforce planning sets HR up to identify talent needs associated with the organization’s future goals.
It also establish a strategy to ensure the organization has the right mix of talent, technologies and employment models to reach these goals.
The first step in building an effective workforce plan is understanding the organization's business strategy and goals.
To develop a successful workforce planning strategy, organizations must gather intelligence to understand business strategy, identify talent risks associated with successfully executing that strategy and develop a plan to address those risks.

Employer branding is the process of positioning your company as the employer of choice to a target group of potential candidates.
A strong employer brand is likely to be linked to job consideration compared to a strong company brand. That means developing employer brand can help to level the playing field in the war for talent. This is especially important when hiring younger and more junior demographics, on a global scale.
Employees working at companies with strong employer brands are more invested and present lower turnover rates which means that they do not think about quitting their job at all so strong employer brand leads to retainment of employees.
Employer branding is a smart business investment. Whereas a bad reputation costs you quality applicants, a great employer brand means you can spend less on recruiting costs because people will naturally find and apply to your open positions.

Competency-based recruitment is a process of recruitment based on the ability of candidates to produce anecdotes about their professional experience which can be used as evidence that the candidate has a given competency.
Candidates demonstrate competencies on the application form, and then in the interview, which in this case is known as a competency-based interview.
A job competency is a skill or quality that an employee needs to have in order to succeed in their role.
There are three types include – core competencies, cross functional competencies and functional competencies.

Talent sourcing refers to the process of identifying, researching, generating, and networking with potential job candidates in order to convert individuals into job applicants. The broader task of talent sourcing is to generate a consistent flow of highly-skilled applicants.
In order for a talent management strategy to exist, there must first be talent. Recruitment is Step 1 in creating the strategy. Here, companies and organizations work to attract talented people who can be converted in to employees.
The goal of talent sourcing, at its most basic, is to convert non-applications into applicants. Talent sourcing is therefore the starting point of the recruitment process and an essential element of building a robust talent pipeline.
The relationship between talent sourcing and recruiting is, therefore, symbiotic. A talent sourcer generally focuses on generating leads for a small number of requisitions. They work closely with recruiting and hiring managers.

Behavioral interviewing is a job interviewing technique where candidates are asked to describe past performance and behavior to determine whether they are suitable for a position. Behavioral-based interviewing provides a more objective set of facts to make employment decisions compared to other interviewing methods.
Competency-based behavioral interviews are a widely used mode of job interviewing, there is evidence that both standardization and the use of behavioral questions increase the psychometric properties of interviews.
Competency-based interviews use questions which aim to find out how you have used specific skills in your previous experience and how you approach problems, tasks and challenges.

Psychometric testing is a type of test used in recruitment to measure a candidate's mental capabilities, intelligence levels, and aptitude.
An employer can use different tests to determine a candidate's job suitability including verbal reasoning, logical reasoning, situational judgement and numerical reasoning.
There are essentially three categories: aptitude tests, skills tests and personality tests.
Psychometric assessments provide employers with more insights into potential hires that may not be able to easily be captured from other methods such as through an interview or their resume. More specifically, psychometric tests are an efficient means to measure the strengths and weaknesses of a potential employee.

Using the assessment center method, candidates are tested for the qualities required for a certain position. For instance, if it is an executive function, candidates will have to show their leadership qualities in the assessment.
To test these qualities, various techniques and assignments are used in the assessments. Examples of assignments that are used frequently are the mailbox exercise, the interview simulation, the group discussion and fact finding.
After the assessment a report is drafted with the results and conclusions from the assessment.