Guidelines to Build a Stellar Talent Acquisition Strategy

Hiring forecasts and recruiting trends for 2021 have shown a bullish trend, and employers aiming to increase the headcount must differentiate themselves from the competition in order to win talent.Many of the recruiting trends like — Employer Branding, Talent Analytics, repairing the candidate experience and leveraging HR technologies — are likely to prevail in the industry.As the employment market continues to tighten, it will become increasingly difficult for employers to find quality skilled candidates to meet their needs.

Attracting and retaining talent will also remain a challenge as candidates experience an increase in the number of competitive job offers, along with better salaries and opportunities.

Hence companies are bound to follow even more strategical approaches to acquire talent, attract and retain thetalent.

Some of the most popular recruiting trends are illustrated below:1.

Focus on Employer Branding:Job seekers today are more sophisticated.

They need to look for ways to showcase why candidates should apply to work there.Recruiters must be prepared to have robust and honest conversations about every aspect of the job.Hence employees are a company’s best brand ambassadors and their stories speak volumes more than a company’s mission statement.

If you have a great business idea and need the right technical talent so that it can be brought forward in the best form, recruiting the iOS app Development Company is the right way.

Our working partnership with multinationals, and small and medium enterprises across a wide spectrum of industries spanning the last 20 years, enabled us.Click Here:- https://www.omniview.net/SHAPING THE COURSE OF LEARNING AND DEVELOPMENT THROUGH TRAINING NEEDS ANALYSIS“We need training!”“We want training!”“Our people need to be trained!”These are some of the all too common demands that most Human Resources (HR) professionals hear from employees and line managers.

Organisations are known to invest substantially of their budget in trainings in an effort to sustain the business growth momentum.Year after year, HR professionals especially those who are in the learning and development space spend a great deal of time planning and rolling out the trainings before the year ends.

How does one determine that these trainings are fulfilling the gaps that the organisation need to drive business performance?

And how does one know that the trainings will yield a return on training investment (ROTI)?“Very often we have managers who want the people on their teams to be trained and we also have employees who want development.

In order to get the answers to those questions, it really comes down to HR conducting a training needs analysis,” said Jimmy Ong Principal Consultant and Solutions Director, Omni View Consulting and a former Learning & Development specialist and HR practitioner.Training Needs Analysis (TNA)At a recent forum called “Making Learning Stick in a Digital World”, Kevin Tan, International Business Director of Harrison Assessment Int’l asked an enthusiastic group of 40 HR professionals how often do they conduct a training needs analysis (TNA) for their organisation, how long did it take to complete the analysis and what was their ROTI.While most HR professionals in the room said that they conduct their own TNA, most agreed that a TNA was fairly time consuming and some did not even measure their ROTI.A TNA becomes all the more important and useful when it comes to assessing an individual’s current level of competency vis a vis the required competency for their role.

The data derived from a TNA can give HR professionals a better idea of the individual training gaps thus enabling them to implement the right kind of trainings to address those behavioural competency gaps as opposed to rolling out a one-size fit all type of training.

Artificial Intelligence is a technology that is defining new-era paradigms of operating business, it is a tool that automates and completes the majority of the low-value HR functions so that the larger focus can be driven to the strategic works.

From talent acquisition to talent management, AI is capable enough to transform employee experience manifolds through speedy and accurate processing of a large quantity of data.

Artificial Intelligence helps in automating the majority of the back office transactional work thereby enabling quick service delivery.Ways in which AI is empowering HR TechnologyHR is one of the core functioning units of any business.

So, let’s have a look at the ways in which the use of AI on HRTech is empowering HR professionals:Talent AcquisitionOne of the greatest advantages that AI offers hiring managers is the ability to recognize suitable candidates.AI can work like a charm in the initial stage of the recruitment process since it can perform a preliminary analysis of résumé of a candidate to cross-check his/her declared skills against the skills of successful employees with the same job title.

On the other hand, AI can do it in a fraction of the time it would take humans.Naturally, this isn’t a solution for every company, in certain positions, the inherent flexibility and creativity of a candidate are worth more than past experience and skills, and that’s something that AI still has difficulty in gauging.AI also helps in eliminating human bias, the algorithm looks only at the relevant elements included in the résumé such as skills and experience.

Removing human bias from the hiring process encourages an inclusive workplace.With a rich database of past applicants, recruitment managers can utilize AI to look for applicable candidates for new job openings.

We are India’s best recruiting agency.

We offer HR consulting, talent mapping and other recruitment-related services that will help you get the best talent for your organization.

Get in touch with our expert hiring professionals to know more about our quality recruitment services.