Farming out for better yield
Farming out is a practice used in many countries. In some cases the landowner would choose to farm out his land to others so that they can cultivate the land for him and pay him the rent of the land. Today this term has become a legal term to indicate outsourcing. There are several reasons why a firm might choose to outsource their talent acquisition. There was time when outsourcing was merely done to cut costs. But now there is more than one reason and there are sure benefits to outsourcing.

1. Professionals find professionals
There are several areas in our life where we would want professional to handle our things, because we want quality. The same is true with finding the right candidates. Talent acquisition is not simply getting the post filled. Planning, searching and sourcing are some of the aspects of talent acquisition. Your in-house team must be good in many aspects, yet outsourcing the talent acquisition to professionals will ensure that you do not end up with a bunch of amateurs, but find those true professionals that would eventually increase your yield.

2. Let your partner maintain your farm while you build your house
Obviously there are many important things your staff needs to do other than expending all their efforts in time-consuming paper work. This is true especially if your staff is small. Outsourcing talent acquisitions will give you the needed time to build your strengths and skills that will contribute to the growth of your business. Whether your business is new or advanced, you can surely make use of the extra time for the betterment of your company. And so you can get things done quicker than you have planned. This ensures that your staff is unburdened. This also improves working relationships between your staff members. This in turn contributes to the growth of your company.

3. When you share the work you share the risk
People might gamble with money. But hiring a wrong candidate is not less a risk than gambling. With outsourcing talent acquisition, you get to share some part of that risk. You could ask them for a temporary hire and see for yourself if the candidate’s performance and ethics match your company’s requirements. If not, you could get them to look for someone more appropriate for the job at hand. This way you benefit from their planning. This surely will reduce your anxiety about a bad hire.

4. Provides you flexibility and quality
There are several reasons why you might need a variety of staff, not just full-time or part-time. There might be some on long vacations or maternity leave, or suffering from sickness or you might just need some candidates on a contract basis. Outsourcing talent acquisition ensures that you get exactly what you need. You don’t have to be stuck with many full-time or part-time workers when you need just someone on a contract basis. At the same time, the outsourced company ensures that the quality is not compromised. This way you find the flexibility you need with the desired quality of hire.

5. Save on package deal
Talent acquisition is not just one step. It is a package of several steps. Each step costs quite an bit. But when outsourced to the talent acquisition team, all those costs are put into a package deal. Therefore the cost comes down drastically. Since it relives your staff from talent acquisition your company again saves more on the hiring process.
Yes farming out the talent acquisition process has proved that it always yields better results.

How is technology changing the face of hiring?

Clouds in the sky, fashion on the street and technology in this digital world are things that keep on changing. If fashion is changing the way we appear, technology is changing the way we work and live. And so technology is having a massive impact on the hiring process. It is defining the recruiting process and shaping it up to be swifter and more efficient for the benefit of the recruiters and the candidates.

Technology is changing the bottle neck of recruitment to easy slide recruitment

Recruiters jobs have been quiet tedious with a lot of paper work. Along with the time consuming sorting and selecting of the candidate’s applications, they have to deal with third-parties. Now the latest technology had eliminated the need of such third-parties from the hiring process. At the same time it has quickened the recruitment process.

Additionally, mobile technology and social media have benefited the employers a great deal. They are able to post classy-looking jobs with in no time. Since the latest generation is more tech savvy, use of this kind of technology is proving to be the fastest way to hire eligible candidates.

Technology is providing the best radar system for applications

Just as radar is used to detect range, angle and velocity of an object, the applicant tracking system (ATS) is used to streamline, automate and improve the hiring process. It helps in overcoming many challenges in the hiring process. This ATS reduces the time to hire and cost to hire. Also it improves the quality of hire. It makes it easy to search of the database of the candidates to schedule the interviews.

Technology has provided the runway to the employer and the candidate

Yes the runway of communication is made easy with technology. Since certain agencies allow direct communication between the candidate and the employer, both of them know what the status of the application is.

Gone are the days of C Vs on paper. Many today prefer online CV or even video CV.  Job seekers are posting their skills and achievements attractively on the social media, making for themselves a personal brand name. They are able to project themselves effectively.

Technology helps you move around with your filing cabinets

Initially technology had to keep up with the heavy load of work done by the recruiters. But now technology is advanced to the extent that it seems impossible to manage all this work without it. Cloud services help the employers to be connected with the information of the candidates wherever they are. They can search and decide on the go. Technology got rid of huge filing cabinets. Cloud services are able to store and organize.

These services also aid the recruiting managers to keep track of both temporary and permanent workers, allowing them to plan and organize without human error.  These software programs and cloud services are giving the recruiters more time to evaluate the work.

Technology provides you essential recruiting tools

There was a time when recruiters had to have psychological skills to assess the knowledge and abilities of the candidate. But now there are a variety of tools that can do such an assessment quickly and efficiently.

Additionally, technology has eliminated the need for the candidate to travel long distances for a face-to-face interview. Catering to the needs and interests of the generation Z, technology is making online interviews possible. This has proved to be the most cost effective way of handling an interview.

Therefore while technology is changing the face of the hiring process, it is also affecting the heart of the hiring process.

Catch it if you can

Dodge Tomahawk is the fastest bike in the world with a maximum speed of 350 mph (560 km/hr).  What is the best way to catch-up with it? Elementary: just ride on it. Technology is changing with the greatest speed ever, especially with regard to hiring. The best way to keep up with the latest technology is to use it.  So the importance of using the latest technology can be summed up in a simple sentence:  use the latest technology or loose the candidate.

Helps you win the duel

Finding the right candidate from the market is easier said than done. There is a heavy battle between the competitors. In the financial sense it is a life and death matter. Like in the olden days when two men used to get into a duel over the love of their life and only one lives to obtain that love, only one of the competitors can gain the most desirable candidate, and most often it is the one that used the latest technology.

• Earlier the trend was to find the talent. But now the trend is to make sure that the talent finds you. The latest technology will help your company attract the desirable candidates and motivate them to apply to work at your company.
• Without the use of latest technology the recruiters will have to work much harder and yet have no guarantee that they will find the right candidate for hire.
• In this regard, big data has become the engine that is driving the train of hiring process.
• With the help of big data technology the recruiters are able to obtain and analyze large amounts of useful data and are able to do so at lightning speed.

Realize that time is non-refundable

The recruiters’ job includes a score of repetitive jobs such as, screening of CVS, sourcing and assessments. These are not just boring but time consuming. And time lost in those jobs cannot be regained. Whereas the latest technological advances in artificial intelligence can save all that time.

Artificial intelligence is designed to find the most suitable candidates. And the sooner it is able to do that, the quicker you can zero in on the desirable candidate. Artificial intelligence not only reduces the workload but also is able to do some things more efficiently, like replying to the questions raised by the candidate at any time of the day. The use of chat bots is an effective tool to accomplish this task.

Adjust your sail according to the wind

The entire world is going digital. And social media has become a popular means of finding and attracting candidates. Yes, the winds of technology have changed. They are blowing towards social media. Therefore it is important to adjust your sails of hiring so that you can reach your destination of acquiring the right talent.

Social media platforms such as LinkedIn, Twitter and Facebook are excellent sources of good talent. To add to it, the technologies in such social media platforms is also being upgraded day by day, making it more easier for a recruiter for search for the candidate that he is looking for.

Another tool that is catching up is ATS or applicant tracking system. This helps the recruiters keep and organize the applications and their history. It could be programmed to rank the applications and match the applications to the job description.  This makes it convenient for the recruiters to search and make hiring decisions.

Keeping up with latest technology in the hiring process cannot be overemphasized. It is an age of survival of the latest more than the fittest.

Being an HR professional or a recruitment agency in today’s digital age, it is not enough to go with the proven methods of recruitment, but adopting new tools and techniques relevant in headhunting is mandatory. In this post, we are going to discuss how to leverage the real potential of modern hiring processes in the 21^st century.

We are living in the 21^st century and this is the time of integrating AI and machine learning in everything we do. How recruiters can hop up with this technological and sociological advancement is of considerable importance.

What should be the ideal steps to follow for recruitment in the 21^st Century?

Step One – Planning

It is important to analyze recruitment needs and skills gaps. Create a recruitment calendar and hiring plan based on the analysis of recruitment needs and skill gaps. To get the best results of your recruitment plan, identify the requirements for each position and create a compelling job description. Once a hiring plan is created, find out the best tools to bring your recruitment plan to life. Build out a budget for recruitment costs.

Step Two – Implementation (Search and Shortlist)

You already have a recruitment plan and clarity of the hiring tools you are going to use. So, to execute your plan, establish a candidate selection process. Match the available resources with the skills gaps and the experience level you are searching for and create a database of prospective candidates.

Once a pool of prospective hires is ready. Go through the process of shortlisting after one-on-one communication with them (as defined in your recruitment plan) and pick the best resources from the pool of prospective candidates.

Step Three – Verify and Recruit

The real battle in the recruitment process starts after you have a list of shortlisted candidates ready to hire. It involves salary negotiations, background check, and references verification. This is where technology comes to your rescue. There are several platforms offering background checks based on AI and predictive analysis. If you do not have an in-house process for the same, just subscribe to their services and your task is done. Make an offer to the finalized candidates and you are done.

Here are top recruitment tools that you must integrate into your hiring process

Social Media

For employees as well as the employer’s presence on social media is of utmost importance. Employee’s first impression is generally made by their social media profiles. That’s why they are advised to keep their online profiles polished and professional, as employers who might come across their profiles would be convinced that they are the best candidate for a position.

The same advice goes to employers as quality candidates get driven to organizations having a visible and impressive social presence. So, as an employer you should promote your company’s culture and brand through pictures, videos, client’s and employee’s testimonials, as well as relevant industry-related content. It is equally important for both employers and employees to have a good social media presence as both are searching for the best for themselves.

The fact that LinkedIn has emerged as one of the prominent professional platforms where suitable resources are moving on to find jobs, and employers are turning towards it to find suitable candidates.

Data Analysis

It has always been an integral part of the recruitment process. The ability to analyze and collect data allows new insights and pattern prediction not only for customers and potential candidates but also for current employees—leading to improved recruitment and retention strategies.

No matter if you work for a small startup or a massive enterprise with thousands of employees, you need to know how your team is going to grow over time. In other words, whom you are going to hire and when. That’s why you should develop a recruitment plan to help streamline your hiring processes and make sure you have access to the talent you need when you need it. It should be done strategically considering the proven methods as well as new techniques of the 21^st century.

Undeniably AI is greatly affecting the recruitment process. AI is efficient in matching keywords on CVs and it is capable of sifting through large volumes of applications and optimizing the scope of job ads. But in actuality, these are not the only jobs a recruiter does. Instead, these are just a few services rendered by AI for a recruiter. And it does seem unlikely that a true recruitment consultancy can be replaced entirely by Artificial intelligence.

A recruiter is expected to completely understand their client’s needs. These needs include more than just skills. They would like to employ people whom they know. They would like to know about their work ethic, the type of person he or she is and also their goals and their ambitions. As of this moment AI has not achieved to that level of detail. So we can safely conclude that humans are required for the decision-making process.

It is understandable that a number of professionals are fearful that AI could take over their jobs. They might cite the example of chatbots. The fact remains that chatbots are able to handle mundane conversations, and it’s sufficient to make the most seasoned of recruiters doubt their own abilities. We are living in an era where everything seems to get automated. What about recruiters? Will they be out of work soon?

JOB POSTING

The truth is that it all starts with a job posting. Finding out whether a company needs to hire someone is not a decision made by AI. It is someone identifying the need and expressing it to the higher authority or to the HR; both of whom are humans, not Artificial Intelligence. Therefore this job of identifying the need would continue to require a recruiter.

On the other hand, AI can be programmed to help in writing job posts with the aid of Natural language Generation machines. But the fact remains that it works more like a translator. In other words, it can only manage to handle basic communications with basic grammar. At the same time, applicant tracking systems (ATS) could do a better job at skimming the web to collect, compare and compile job posts with greater speed and accuracy than that of a recruiter.

SOURCING AND SCREENING

Finding the right candidate in today’s digital world is both ridiculously challenging and incredibly easy. With so many different channels to source candidates from social media, to personal networks and job postings, you have to be extremely calculated to be an effective recruiter. And for that reason, Artificial Intelligence seems like the clear winner in the category of sourcing and screening prospective candidates because it can process great amounts of data while analyzing scores of secondary sources of data.

NO RECRUITER, NO HIRE!

Essentially, the world would not revert to paper and pen applications. Surely technology would be used perhaps throughout the hiring process, but it will never replace the human relations which are essential to foster a worthwhile and positive employment experience. The recruiter has and will be the first touch point.

Artificial intelligence should be used to enhance the candidate’s experience but should not completely substitute the human element. In the end, however, although the recruitment world has constant emergence of new technologies, emotions, personal relationships and opinions are all vital elements of recruiting which is only possible with people. Instead of being a threat to the recruiters, AI can complement their work with its services.

Despite all the benefits of Artificial Intelligence, AI can never replace the human experience. Recruitment is a people business. While AI has made the process of sourcing, profiling and choosing the right candidate more proficient, AI lacks a sense of judgment, which only a human with years of experience can possess.

AI can select a candidate that seems perfect on paper, but perhaps be lacking some quality that a company is looking for. Therefore, only a recruiter can rightly determine if a candidate is a right fit for an organization.

Human race has greatly benefited from industrialization. Industrialization basically means using machines to do what man can do, just faster and more efficiently. Now is the age of digitalization. Just as man-made machines accomplish more work in less time, the new age digitalization is accomplishing more work in less time. This is very true with regard to the use of Artificial intelligence in recruiting.

The process of recruitment is like a relay race. To win the race all the participants have to be fast and efficient. Even if one link is slow, we lose the (race) right candidate. But imagine if some of the links in the chain are fast, would it not contribute to the final outcome? It surely would. That is exactly what Artificial Intelligence accomplishes in recruiting. It quickens certain mundane procedures efficiently, without compromising the quality.

Artificial Intelligence has a 5-Star rating

Electrical equipments that consume less power are awarded a 5-star rating. Yes, it might sound odd; but the fact is that the use of artificial intelligence in hiring surely is energy efficient! You might wonder what energy. In the process of hiring there are financial costs and man power that is spent and should be accounted for. The hiring process that uses only human recruiters will have to spend large amounts of time sorting and short listing appropriate applications. The use of artificial intelligence in the hiring process will cut down on that time drastically. And so it gives recruiters more time to concentrate on the more important aspects of the hiring process.

Artificial Intelligence keeps the road of communication free from speed breakers

Although each of us has only 24 hours, we are trying to put in 27 hours of work each day. That’s how hectic life has become. The first thing that goes out of the window when we are busy is communication with the candidate. In fact, communication at the right time sends the candidate the message that your company is reliable. Artificial Intelligence has been able to fill in where the hiring staff was busy. It also keeps the candidates up-to-date with the relevant information and feedback. This is one less point on the check list for recruiters to follow through personally.

Pairing the right candidate to the right job

Have you ever tried to find the right key from among hundreds of keys, one that fits the lock? Believe it, it is painstaking. Finding the right candidate that could pair perfectly for the job at hand is equally painstaking. But then Artificial Intelligence could come to your aid in doing just that. It guides your search and leads you to the right candidate. Pairing the right candidate to the right job is made much easier by Artificial Intelligence because it can fine tune the search for you.

Blind hiring done with an open eye

Blind hiring is the method used by recruiters in order to avoid bias based on race, religion, language and so on. Although blind hiring has been a successful method of hiring diverse people, somehow a little bias creeps in through the cracks of human personality. Artificial Intelligence is designed to seal up those cracks. Although things like race, religion, and language are identified, they do not affect the hiring process of artificial intelligence.

The future of hiring is in the hands of Artificial Intelligence. Many might think that AI is going the change the face of the hiring process. But the fact is that it is going to change the core of the hiring process. AI will be the future of hiring. Yes, AI is the next big thing.

Having an auto driver fly a plane could have disastrous consequences. So is hiring the wrong person to do a particular job in your organization. As man’s intelligence is improving so are the tricks to dodge human intelligence.  Using artificial intelligence in the recruitment process will help your recruiters to not only select the right people for the job but also do so more efficiently with lasting benefits.

Finding the right talent starts with sourcing potential candidates, and using AI for recruitment now helps the recruiters not only to automate their sourcing process but also to extend their reach at the same time. It is a task that even a task force can find difficult to accomplish. These kinds of tasks are time-consuming and can be taken over by AI. It is also capable of sending personalized messages to prospective candidates to keep them engaged.

Look into your own talent database and Match the Candidate

You might have prospective candidates right within your company and for some reason, they go invisible. Therefore your recruiters might spend enormous amounts of time searching for the right candidates elsewhere other than in their own firm. This could be avoided with the aid of AI. Another fascinating use of AI in recruitment can be found in the process of candidate matching. That is the right person for the right job. AI could be used to track candidate behavior on your website. And automatically send those candidates tailor-made content and messages based on their individual interests.

Remote Workers

Today, recruiting remote workers is becoming more and more important. Because of a lack of candidates in their area or just that the candidates choose to work remotely, companies today are left with no other choice than to hire remote workers. And if they do not hire them their competitors will.  Remote workers make up a big part of the workforce in certain companies and according to the estimates, it is sure to grow. The use of AI assessment tools can be useful to assess a candidate’s skills, personality, and organizational fit. And when the candidates reach the stage of an actual interview and they are not able to arrive for a face to face interview, a video interview combined with AI is a good alternative.

Analysis of Facial Expressions

Since video interviews could be combined with AI, facial expression analysis will help the recruiters to make a wise decision. AI technology is capable of analyzing a candidate’s expressions during the video interview.  Therefore it is able to capture their mood and assess their personality. Even if the candidate lives somewhat close to your offices, a video interview can save both of you a lot of time. Another benefit of a video interview with the aid of AI is that it can be reviewed multiple times.

Diversity in recruiting

A diverse workforce improves employee productivity, happiness, and retention and also improves creativity and innovation. Also, it makes your brand look good. Besides, it increases your employee’s range of talents, skills, & experiences. Diversity has been one of the prominent trends and will continue to be so. But unfortunately, however much we human beings try we are biased when it comes to diversity recruiting. Therefore AI-driven solutions such as chatbots and pre-employment assessments aid your recruiters with their efforts in hiring. AI can help you fight bias and discrimination.

Each employee could be rewarded according to his value.

Most organizations have the same Employee Value Proposition for all employees. Unfortunately, it doesn’t really make sense to give the same value to all employees because each employee is different. While certain benefits may be perfect for one employee, it may not benefit the other. AI can analyze and help the employers to customize and adapt their employee value propositions.

Artificial Intelligence helps the recruiters in their search for the right candidate whether it is sourcing them from inside the firm or outside. And Artificial Intelligence will continue to get improvised and prove itself more useful in the future.

The Panchatantra of Hiring Process

Hiring people is not algebra. We are not dealing with numbers but are dealing with people. Therefore a set of good practices are a key to making a good hire. Panchatantra is ancient Indian literature with 5 moral stories indicating five techniques or practices for a good life. Since a good hire requires good organizing and thoughtful strategy, here are 5 practices (Panchatantra) for a good hire.

1. A minute of organizing saves an hour of trouble

Good organizing always contributes to efficient results. This is especially true with regard to the hiring process. Remember that it is a process with several steps. Each hire differs from others depending on the role that needs to be filled. Therefore it is important to organize the process accordingly. If one job role requires five interviews to determine the eligible candidate the other role might just need two interviews. Therefore it is important to define the hiring process. Such organizing saves a lot of time of the recruiting staff and also ensures that the process is smooth without hitches.

2. Experts always use checklists so that they can remain experts

Checklists seem very basic and simple and not so stylish, perhaps even primitive. But these checklists are what connect missing links in our process. It helps ensure that we and the others in the team have all followed through on what is required. It helps to take care of fundamental factors in the hiring process and ensures that the process rolls out to completion. It ensures that we do not miss out any communication with the candidate. There are points when the candidate should be informed of the progress on his application. Keeping the candidate posted helps in building your brand name. Such a systematic approach to the hiring process surely helps the staff and the candidate have a satisfying hiring experience.

3. Timely and thoughtful feedback fills the void of ambiguity

Feedback in the hiring process clarifies the hire. Make sure that you encourage your interviewers to given their feedback as soon as possible. Such timely feedback should be thoughtful. To encourage the quick submission of the feedback some companies like Genius.com have adopted a “silent process” method to encourage the staff to submit their feedback soon. Whatever method you choose to use, let your staff see the need to give their feedback in no less than 48 hours. Assigning specific points to each interviewer will ensure that they do not get distracted with other things. This will also ensure that they do not get carried away because of bias.

4. Do your homework – Authenticate the candidate

It is important to do a proper background check on the candidates. On the application, the candidate might seem like just the right person. Education and experience seem just the right fit for the job. But then, how authentic are those? We would not want a wrong fit, at the same time we would never want a fake one either. Therefore it is important to do a check on the educational qualifications, criminal history, and work experience and behavior.

5. You will get the right answers if you ask the right questions

When an interviewer asks the right questions, the candidate cannot just fake the answer. He will have to reveal the answer. Properly formulated questions will sieve up the most desirable candidates for you. It does not mean that you have to ask many questions. But prepare in advance what to ask and how to ask. Giving forethought will help you make good hiring decisions.

The Panchatantra of the hiring process will ensure that you not only have the right candidate but a desirable candidate.

Avoiding the don’ts is as important as doing the dos

There are mistakes that can be erased and there are other mistakes that can be written over by a whitener, but there are some which are permanent and damaging. Mistakes made in the hiring process can be serious and damaging. Such mistakes should be avoided in order to gain success in the hiring process. Training yourselves to avoid the don’ts will help your company to stay above your competitors.

It is a known fact that the hiring process is complicated and exhausting for both the recruiters and the applicants. And avoiding things that slow you down or make a wrong hire will prevent you from a lot of hassles in the future.

Don’t misfire when you hire

Some companies believe that old is gold, they are still stuck with the same old methods of hiring. This is like firing through the twisted barrel of a gun. It is sure to misfire. Therefore it is important to aim at the right things. Adapt to new changing methods.

Some companies have a single hiring process for a varied positions or roles. Since each role and position requires a different set of skills and assets, it is wise on the part of recruiters to write down the specific skills and assets that are required for the job at hand. Otherwise they would end up with one clone for many roles, leading to a bad hire. Therefore avoid using the same old methods of recruiting, specify the job description. Only then will you hire without a misfire.

Don’t trim too much when you search

Age, sex, race, religion have become deciding factors in a hire. This is as good as trimming off large portions of your applicants. This will leave you with just a few to select from, who in fact may or may not qualify for the job.

It is said that variety is the spice of life and now it is the spice of your company. Do not hesitate to hire someone different on the team. You could always benefit from a new perspective. And having a variety in employees might prove to be a blessing, because it attracts others to your company making your company more successful and progressive.

Don’t ignore technology

A Dutch proverb says, ‘cost goes before profit.’ This is very true with the money invested in getting the best technology for your company. Some might think it is a dead investment. As matter of fact, without technology your employees feel like they are racing on a treadmill, working hard but reaching nowhere. Good technology will enhance the performance of the employees and thereby contribute to your profits.

This also includes not having a social media account or having a social media account and not updating it. Both can be damaging, because these are platforms where others talk about you. You don’t want people to talk anything that can damage the reputation of your company. Therefore, have a social media account and keep it updated.

Don’t be ambiguous

Ambiguity is the mortal enemy of any relationship, be it between marriage partners or between a recruiter and the candidate. Not being clear about the skills and traits of the candidate could lead to a bad hire. The first step to transparency would be to know your own requirements. And make those requirements clear to the candidates. Having a concrete idea about your requirements will help the candidates understand if they fit your organization. This in turn saves your time to hire and helps you make a good hire.

So to avoid a bad hire, be strict with your don’ts.

Talent acquisition is here to stay

“Human potential is the only asset that has never been deprecated throughout history” says a quote from Thomas Gouttmans  Mindbook. How true those words are. No machines, however complex they are, can completely replace humans and human expertise. Therefore organizations would need talent acquisition even in to the future. Your acquisition of talent will surely have a tremendous impact on your organization, either for good or bad. The impact is determined by the choices you make.

Converts organizations from being railway platforms to real organizations

Some organizations are like railway stations. The momentum of the candidate’s walk-in is equally proportional to the candidates who walk-out.  It might seem difficult to keep the candidates satisfied and happy to work with your organization.  One thing that needs to be realized is that for the ending to be good, the starting should be good. That is where talent acquisition comes to play.

Talent acquisition communicates the roles and responsibilities and hopes and expectations clearly to the candidates. Being transparent in such matters will fetch you candidates who are not surprised or overwhelmed with the deadline driven work ethics at your organization. It helps the candidates to make an informed decision. And such candidates tend to stick on for a longer time and are loyal to your organization.

Builds your brand name by burning down the thorny fence

Thorny fence might seem to ward off predators. But in the process it might drive away those insects that benefit a great deal. Some organizations might have a reputation like that of a repelling thorny fence. Talent acquisition will help your organization with building the organization’s brand name. They can plan campaigns to attract the right candidates. They could post attractive job offers and incentives revealing the serenity of working with your organization. They will help you to burn down the thorny fence like image and replace it with attractive information that would fetch you candidates who would want to work and stay in the organization.

It will help the organization to stay ahead of the competition

In the rowing race, each member of the crew needs to row the boat skillfully for the boat to stay ahead in the competition. The same goes with the organization. For the organization to have a competitive edge, each of the employees should pitch in with all his expertise. This is where the right fit of the candidate comes in.

What makes the difference in acquiring the right talent? There is a difference between filling the position and finding the candidate who fits the position. Talent acquisition will help the organization find and keep the desired employees. Thereby the organization is given an edge over all its competitors.

Wise investment is a great saving

There are two types of cost risks, one is unfilled roles and the second is unfit roles. Unfilled roles would mean a loss of productivity. Loss of productivity directly translates into a loss of profit.  Talent acquisition fills in those roles without time delay.

Secondly, talent acquisition acquires built up talent, not trainees. Having a team full of employees who do not require training, who can go to work right from day one is a surely a saving on revenue. Therefore acquiring the right fit candidate and hiring them quickly increases productivity and contributes to the financial health of the organization.

The impact of talent acquisition cannot be underestimated. Surely it has a great impact on the overall working of the organization and its brand name.