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Talent acquisition strategy implementation starts by truly understanding the talent that you already have. When you hire, you’re investing in people but you also building on the internal potential. The target is to bring added value and generate a long-term relationship.
The role of recruitment in talent acquisition strategy is tactical. The areas with the greatest skills gap and are those in need of a talent strategy. Talent acquisition strategy goes beyond the tactical approach of recruitment. As part of talent strategy, recruitment should be aligned with a talent acquisition strategy.
Attracting the brightest talent to join a company is a continuous process and a long-term strategy.
The talent acquisition function role is also to inspire people and to make hiring more efficient. Adapting recruitment tactics to the new technological trends can enable organizational agility. ATS (Application Tracking System), social media, compliance, learning platforms, and events are tools that convince top talent to join you.
To hire considering high potential talent can be a winning strategy. These days recruiters advocate for remote work, reskilling, and career development. Digital and technical jobs demand is making learning and development a solution that solves the skill gap and fills in the new roles. The learning and development process plays a major role in creating a flexible and agile talent working force.
Talent agility can be achieved with a strategy based on potential development. The organizational capability to respond to changes through learning new skills can also be decisive. When creating a long-term talent strategy, the most important thing is to design clear roles, responsibilities, and career plans and always be opened for continuous improvement.