You can have a look to this video as a briefly summary of new trends:
Talent leaders continue to value quality of hire as the most important metric to track performance, and most organizations are measuring it with employee turnover. This could be why employee retention has emerged as a top priority over the next year. Also, employee referral programs are a key source of quality hires and are growing as a long-term play. Lastly, talent acquisition is investing more in employer brand, and working with cross-functional partners more than ever.
Looking ahead, there are certain areas that will continue to remain dominant, like social professional networks and sourcing passive candidates. We also expect employer branding and employee referral programs to get stronger in 2016 and beyond. The common thread among all of these is the power of relationships – the relationships you have with your candidates, cross-functional partners, and employees will pave the path to talent acquisition success.
Match together the following trends with the percentage that represents its importance:
39%Utilizing social and professional networks
28%Finding better ways to source passive candidates
26%Employee referral progrms
What do we meen with Talent Acquisition?
We mean acquiring “talent”:
Attracting, recruiting, inducting and making use of right talent. Ongoing cycle of process related to attracting, sourcing, recruiting and hiring employees within an organization. Talent Acquisition professionals understand that each talent has something of value to offer.
Recruiting, but it is inclusive of other strategic elements:
Talent Acquisition Planning & Strategy
Candidate Relationship Management
Metrics & Analytics
A Talent Advisor does not take orders, but instead influences decisions. Talent Advisors are capable of persuading the manager requesting the position using deep knowledge of the labour market and business needs. They provide strategic value to recruiting in addition to that which can be provided by an average recruiter.
This video shows what a TA is not:
Talent Advisor's Approach to a Requisition
- To identify how changes in the business strategy affect talent needs
- They help the managers requesting the position to find the balance between quality and speed
- To inform the supervisors of the most important skills or features for recruitment
- They make sure that requirements are based on business needs
- They clear up the talent and business related risks when recruiting certain candidates
- They challenge the preconceptions that requestors may have about talent
- They educate or inform requestors about the labour market trends
- They understand the availability of talent in critical segments
- They analyse the competence to understand their recruitment needs and practices
- They know the best talent attraction channels and resources
- They proactively attract passive candidates
- They identify high potentials in competing companies
- They have deep knowledge of the strategic priorities of the business
- To communicate using business "language"
- To make recommendations on how positions add value to the business
Skills and tasks of the TA
Let's see if after this first aproach to the figure of the Ralent Advisor, you are able to match the highlited skills with the actions the TA should implement.
- Specific knowledge of the Talent Strategy of the Organisation
- Persuasion of the job requestor
- Understanding of the labour market
- Proactive recruiting
- Business Vision