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Abstract
Recruiting and Talent acquisition are undergoing a rapid disruption and challenging the companies to attract the right talented individuals or re-recruit the employees every day. Organisation success largely depends on having right people on the right job so that formulated business strategy can be implemented. Hence, the organisations that implement the talent acquisition strategy which are effective are the ones that are successful while the companies that have bad hires will result in reducing of profits. There is a great transformation from just recruitment to talent acquisition. Companies are embracing new technology advances like Artificial Intelligence, big data analytics and others technologies to reduce the time of sourcing candidates and recruit skilled and talented candidates. This paper uses secondary data from various surveys retrieved from web sources. The study aims to understand the challenges and new trends of talent acquisition, experts' opinion on future talent acquisition process and suggests effective strategic talent acquisition process.
Keywords: Talent acquisition, trends of Talent acquisition, Challenges
I.Introduction
Recruitment is generally used in synonymously with Talent acquisition but it is only a part rather subset of talent acquisition. The basic difference between Talent acquisition and recruitment is the focus. Recruitment focuses on the present requirement of the company and does not check the person-job fit and only helps in getting the interested people for the jobs that are available. Whereas Talent acquisition is a strategic approach and helps to find the best person for the job available. It means it includes from the future skills requirement to the organisational cultural fit. Hence, talent need to be acquired rather than recruited from long term or strategic point of view.
Talent Acquisition is the strategic method of identifying, attracting and selecting the best available skilled person and ensures that right person with the right skills, knowledge and aptitude is employed on the right job to meet the dynamic demands of the every changing business needs. Talent acquisition includes workforce planning, sourcing decisions, employment branding, candidates relationship management and usage of metrics and analytics to continuously monitor and tracking of the candidates performance.
According to Flegley (2006), competition for attracting and retaining the talented personnel and lack of available high skilled and talented employees has become a major priority for organizations.