Recruiting, in the name of Talent Acquisition Are we still recruiting in the name of talent acquisition? We started calling ourselves Talent Acquisition Managers when we moved out of the highly administrative Personnel Department. The CXO’s and stakeholders expected us to be strategic business partners as we moved on from personnel management to HRM and HCM. At least on paper and in using jargons we did move. So, if you have moved from the role of a Recruitment Manager to Talent Acquisition Manager, please be aware that in both roles, we acquired talent. So, the only way to make any differentiation is to say, we moved from just acquiring talent, to being able to acquire THE BEST talent. SO WHAT IS YOUR STRATEGY THAT DELIVERS THIS SHIFT IN EXPECTATION AS WE MOVED OUT OF THE PERSONNEL DEPARTMENT? The following list of activities and practices were utilized even when we called ourselves Recruitment Managers. So, don’t list them as a value driven differentiating factor for Talent Acquisition. • Employee referral programs • Campus Recruitment • Recruiting following internship or scholarship programs • Posting job ads on job portals. Then came social media, so we started posting there too. • Advertising online and offline to target passive job seekers who don’t visit job portals • Employer branding & CSR initiatives (medium used for branding changed with technology) • Head hunting • Placement through consultants • Training internally for skill enrichment and succession planning • Manpower planning in advance / Talent pipe line • Creating a Talent Pool (this term was around even earlier) • SEO (with internet search came SEO and was used in all fields) • Ensuring cultural fit & Role fit with a career path to ensure growth • Identifying internal talent before looking for talent externally. Better packaging of the old wine will not change the equation or create any differentiation or value. Example, improved SEO, improved fan page on social media, improved referral programs, improved employer branding. RECRUITMENT – A PART OF TALENT ACQUISITION Yes, recruitment or the process of recruitment is a component of Talent Acquisition. But, the calling, as part of our new HRM Avatar was “to be strategic business partners”. Hence, for those who are Talent Acquisition Managers, the litmus test is to validate if your Strategy, OTHER THAN WHAT IS LISTED ABOVE, helped the organization acquire THE BEST talent. Else, nothing has changed! So, what is the strategy to deliver value in this new role? Or, if there is no VALID strategy to acquire THE BEST talent, then, is our Talent Acquisition Strategy just on paper and not in delivering actual value? Is it just a glorified designation? Are we still recruiting, in the name of Talent Acquisition? If there are no strategies to hire THE BEST talent, at least in the perception of the management, we will end up back in the administrative personnel department, following the age old practices. Is that the reason why HR professionals still don’t find their way up to the CEOs chair? ITS TIME TO CHANGE THAT PERCEPTION. Time to deliver value. Value to business. Not just on paper.
Posted on: Fri, 19 Dec 2014 06:08:28 +0000
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