Talent acquisition is considered the lifeblood for many organizations. Talent acquisition is based on an organization’s definition of what a star or talented performance is. Explain how organizations formulate these definitions and how they influence expectations concerning selection criteria to find these star performers. Consider in your answer how these definitions serve as benefits and constraints in an organization’s recruitment and sourcing strategy. Provide examples from industry and/or from your own organization.
In my opinion talent acquisition is defined depending of the type of organization and industry. Talent acquisition can be defined as a talent with the right skills, right culture fit, and right experience to be successful in a particular organization. I will try to explain my experiences as a recruiter to show three different definitions for talent acquisition. My first experience was when I had recently graduated in Business Administration and I got my first job. I joined a small IT Consulting Company and my boss asked me to recruit Consultants with experience Oracle Database and Peoplesoft. It was almost impossible to find these skills in Brazil about 15 years ago. After months searching for talents, I convinced him to try new-grads and train them. I started also taking my HR certificate and it helped me to identify how to start to develop some skills as recruiter too. In my first job, because it was a Consultant company, employees usually worked in a client office. I didn’t have any job analysis/job description/job specification. My big issue was finding out the nature of jobs required and the relationship of the job with other jobs in the concern. My boss (and company CEO) usually informed how many candidates he needed, how long, and the skills needed. If we didn’t have in house, I started to go/contact universities and soliciting new-grad. Our clients were the largest companies in Brazil, and a lot people wanted (still want) to work...
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