10 Attributes of Talent Acquisition
Full article first published on Changeboard on 25 January 2016.
There is no doubt that a talent acquisition leader’s role today is increasingly complex and demanding, and one that is rarely recognised as such by many organisational leaders and shareholders today.
As the ‘unsung heroes’ of every business, talent acquisition leaders demonstrate exceptional leadership, resourcing and talent management expertise. So how can this be quantified?
Working with talent acquisition leaders to deliver bespoke training programmes gives us first hand insight into these attributes which can be defined as:
1. Motivational Leadership
Leading by example as an ambassador for your team and organisation with a clear focus on ethics, diversity, open communication, teamwork, and values that showcase and promote the employer brand and employee value proposition.
2. Organisational Leadership
Understanding the concept of running a lean recruitment function by designing, building and implementing more productive ways of working and demonstrating return on investment.
3. Stakeholder Management
Having the knowledge, style and gravitas to work well with and influence leaders and key stakeholders across the business to support (and invest in) the in-house recruitment function.
4. Tactical Workforce Planning
Moving from reactive recruiting to proactive, best in class talent acquisition through accurate forecasting that enables recruitment teams to build the right talent pipeline.
5. Succession Planning
Understanding the needs of the business and building a reputation as an employer who supports diversity and inclusion to attract and develop leadership talent.
6. Social Recruitment
Identifying different recruitment channels online, and understanding how to promote the employer brand to capture candidates’ interest and how to keep them engaged.
7. Mobile Recruitment
Providing candidates with a seamless mobile job search and application experience, and enabling hiring managers and recruiters to screen and select the right candidates through mobile devices.
8. Recruitment Analysis
Understanding how data can provide the intelligence needed to inform on-going talent management and people development, and strategic and tactical workforce planning.
Identifying required skills and providing the right resources and support for team members to train and develop effectively whilst encouraging them to do so.
10. Management Development
Identifying required skills and providing the right resources and support for managers to lead and develop their teams to become accredited in-house resourcing practitioners.
Leaders have to deal with reduced budgets and other internal and external pressures that make their role an increasingly difficult one.
Our clients are facing up to these challenges and we believe they should be fully supported and recognised for doing so.
First published at www.ingeniumpeople.co.uk/blog.