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Slide 1 - ppt slide no 1 content not found
Slide 2 - Talent acquisition refers to the process of identifying and acquiring skilled workers to meet your organizational needs. To fill unfilled jobs within a firm, the talent acquisition team is in charge of finding, obtaining, evaluating, and employing individuals.  The pillars of talent acquisition include employer branding, future resource planning, workforce diversification, and building a strong applicant pipeline. In certain instances, a company's human resources division houses the talent acquisition team. In some organizations, talent acquisition functions independently while coordinating with HR.  Effective talent acquisition experts are proficient in employment branding strategies, candidate assessment, compliance and recruiting standards, and corporate hiring activities. These are just a few of the skill sets they possess.
Slide 3 - Talent Acquisition Recruiters Because talent acquisition recruiters make up the majority of a successful TA team, let's break down what it takes to be the best. To begin, being a people person is advantageous.  You're at ease creating and keeping relationships, especially with people from different occupations, industries, and personality types. People that excel in this job are also skilled at thinking big picture about their company's demands and how to meet them.  And, because you want to always be signing top talent, having sales experience may be quite beneficial because you're ultimately in the business of selling employment to potential prospects—and promising candidates to key stakeholders.
Slide 4 - Difference between Talent Acquisition and Recruitment These two are often confused. They have similar purposes in many ways: to place people in available positions. The most important aspect of talent acquisition is recruitment, and some companies and vendors use the words interchangeably. However, while both talent acquisition and recruiting have the same purpose of filling unfilled jobs, there are significant variances.  The most significant difference is that recruiting focuses on the now, whereas talent acquisition focuses on the future.
Slide 5 - 5 Steps to Success in Understanding the Talent Acquisition Process With the evolving tastes of the youthful workforce and the increased need for cutting-edge talents such as cloud competence, digital marketing, or artificial intelligence, the whole recruitment and talent acquisition process is undergoing tremendous upheaval (AI). Treating applicants like customers is an important best practice for talent acquisition managers today. In other words, digital marketing lessons might be useful for developing a strong talent acquisition department.  1. Inbound Marketing 2. Outbound Marketing 3. Selection and Filtering 4. Onboarding and Conversion 5. Continuous Improvement
Slide 6 - Talent acquisition strategies There is no "one size fits all" strategy in effective talent acquisition tactics. The implementation process will vary depending on a variety of elements, such as the industry, firm size, brand name, financial limitations, job prospects, and competitive pressure. The key takeaway from this is that you should be aware of the kinds of candidates you can employ and the resources you can use to do so before forming your approach. But it's crucial to remember that every business will have a unique approach. However, a company's size is frequently a major factor in determining the TA approach that is employed.
Slide 7 - FAQs 1. Is Talent Acquisition and HR the same? Talent acquisition oversees the pre-onboarding phase, while HR manages the post-onboarding stages. 2. What is the role of a Talent Acquisition Manager? Employees are hired, trained, and retained by talent acquisition managers. Professionals in this role must have good interpersonal, organizational, and communication skills in order to source top talent and keep employees productive and pleased. 3. What are the 3 R’s of Talent Acquisition? To guarantee that its most valuable asset, the personnel, becomes stronger every day, a business should invest in the three R’s- Recruit, Reward, and Retain.
Slide 8 - THANK YOU
 

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