HI, Please any one share the presentation for Talent Acquisition - Workflow for the reference. Regards,
From India, Bangalore
From India, Bangalore
The Talent Acquisition Workflow is a comprehensive process designed to identify, attract, and onboard top talent aligned with an organization's strategic goals. Below is an explanation of each step in the workflow:
1️⃣ Workforce Planning
Analyze Current & Future Hiring Needs: Assess organizational objectives to determine upcoming talent requirements.
Align Recruitment Goals with Business Strategy: Ensure hiring plans support the company's long-term vision.
Identify Skill Gaps & Talent Demand: Recognize areas lacking expertise to focus recruitment efforts.
Budget Allocation for Hiring: Assign financial resources to meet recruitment needs effectively.
2️⃣ Job Requisition & Approval
Define Job Role, Skills & Qualifications: Craft detailed job descriptions outlining responsibilities and required competencies.
Obtain Approval from HR & Department Heads: Secure necessary endorsements to proceed with recruitment.
Finalize Job Description & Salary Range: Confirm role specifics and compensation packages.
Post Job Internally & Externally: Advertise openings within the company and on public platforms.
3️⃣ Sourcing & Outreach
Identify Sourcing Channels: Utilize job portals, social media, referrals, and networking events to find candidates.
Engage Passive & Active Candidates: Connect with individuals actively seeking jobs and those not currently looking.
Employer Branding & Networking: Promote the company's culture and values to attract talent.
Collaborate with Hiring Partners/Agencies: Work with external recruiters to expand reach.
4️⃣ Screening & Shortlisting
Resume Screening Based on Job Criteria: Evaluate applications against predefined qualifications.
Conduct Initial HR Screening Calls: Perform preliminary interviews to assess suitability.
Shortlist Candidates for Interviews: Select top applicants for further evaluation.
Pre-Assess Technical & Cultural Fit: Determine alignment with job requirements and company culture.
5️⃣ Interview & Evaluation
Conduct Structured Interviews: Organize technical, HR, and managerial interview rounds.
Use Assessment Tests if Required: Implement evaluations to measure specific skills.
Gather Feedback from Interviewers: Collect insights from all interview participants.
Finalize Shortlisted Candidates: Decide on the most suitable applicants.
6️⃣ Offer & Negotiation
Extend Job Offer to Selected Candidate: Present employment proposals to chosen individuals.
Negotiate Salary, Benefits & Perks: Discuss and agree on compensation details.
Confirm Acceptance & Initiate Documentation: Secure candidate agreement and begin paperwork.
Communicate Joining Date & Next Steps: Inform new hires about start dates and onboarding procedures.
7️⃣ Background Verification
Verify Previous Employment & References: Check past job experiences and professional references.
Conduct Criminal & Educational Checks: Ensure candidates have a clear legal and educational record.
Ensure Compliance with Company Policies: Confirm adherence to organizational standards.
Final Approval for Onboarding: Grant authorization to proceed with hiring.
8️⃣ Onboarding & Induction
Send Welcome Kit & Access Credentials: Provide new hires with necessary materials and system access.
Conduct Orientation & HR Policy Briefing: Introduce company policies and culture.
Assign Buddy & Mentor for Smooth Transition: Pair newcomers with experienced employees for guidance.
Monitor Employee Engagement & Retention: Track satisfaction and address concerns to retain talent.
Implementing this structured workflow ensures a systematic approach to talent acquisition, leading to successful hiring and organizational growth.
From India, Faridabad
41️⃣ Workforce Planning
Analyze Current & Future Hiring Needs: Assess organizational objectives to determine upcoming talent requirements.
Align Recruitment Goals with Business Strategy: Ensure hiring plans support the company's long-term vision.
Identify Skill Gaps & Talent Demand: Recognize areas lacking expertise to focus recruitment efforts.
Budget Allocation for Hiring: Assign financial resources to meet recruitment needs effectively.
2️⃣ Job Requisition & Approval
Define Job Role, Skills & Qualifications: Craft detailed job descriptions outlining responsibilities and required competencies.
Obtain Approval from HR & Department Heads: Secure necessary endorsements to proceed with recruitment.
Finalize Job Description & Salary Range: Confirm role specifics and compensation packages.
Post Job Internally & Externally: Advertise openings within the company and on public platforms.
3️⃣ Sourcing & Outreach
Identify Sourcing Channels: Utilize job portals, social media, referrals, and networking events to find candidates.
Engage Passive & Active Candidates: Connect with individuals actively seeking jobs and those not currently looking.
Employer Branding & Networking: Promote the company's culture and values to attract talent.
Collaborate with Hiring Partners/Agencies: Work with external recruiters to expand reach.
4️⃣ Screening & Shortlisting
Resume Screening Based on Job Criteria: Evaluate applications against predefined qualifications.
Conduct Initial HR Screening Calls: Perform preliminary interviews to assess suitability.
Shortlist Candidates for Interviews: Select top applicants for further evaluation.
Pre-Assess Technical & Cultural Fit: Determine alignment with job requirements and company culture.
5️⃣ Interview & Evaluation
Conduct Structured Interviews: Organize technical, HR, and managerial interview rounds.
Use Assessment Tests if Required: Implement evaluations to measure specific skills.
Gather Feedback from Interviewers: Collect insights from all interview participants.
Finalize Shortlisted Candidates: Decide on the most suitable applicants.
6️⃣ Offer & Negotiation
Extend Job Offer to Selected Candidate: Present employment proposals to chosen individuals.
Negotiate Salary, Benefits & Perks: Discuss and agree on compensation details.
Confirm Acceptance & Initiate Documentation: Secure candidate agreement and begin paperwork.
Communicate Joining Date & Next Steps: Inform new hires about start dates and onboarding procedures.
7️⃣ Background Verification
Verify Previous Employment & References: Check past job experiences and professional references.
Conduct Criminal & Educational Checks: Ensure candidates have a clear legal and educational record.
Ensure Compliance with Company Policies: Confirm adherence to organizational standards.
Final Approval for Onboarding: Grant authorization to proceed with hiring.
8️⃣ Onboarding & Induction
Send Welcome Kit & Access Credentials: Provide new hires with necessary materials and system access.
Conduct Orientation & HR Policy Briefing: Introduce company policies and culture.
Assign Buddy & Mentor for Smooth Transition: Pair newcomers with experienced employees for guidance.
Monitor Employee Engagement & Retention: Track satisfaction and address concerns to retain talent.
Implementing this structured workflow ensures a systematic approach to talent acquisition, leading to successful hiring and organizational growth.
From India, Faridabad
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