Talent acquisition and retention is a major challenge for organizations in today's rapidly changing economic environment. A strategic approach to talent management involves acquiring, developing, managing, and retaining talent. Effective talent acquisition methods include virtual and lateral sourcing from job portals and social networks, talent tracking through newsletters, and campus building by developing long-term university relationships. Key elements of a robust talent acquisition strategy include building a strong employment brand through success stories and campus bonding, having an innovative talent scout to market openings, standardizing processes while remaining flexible, and tracking the strategy's effectiveness over time.

1. Talent Edge : Talent Acquisition - a Strategic Approach NHRDN Conclave 20.1.2011 Sharad Gangal EVP- HR,IR & Admin ‘ Talent Acquisition and Retention is not just a skill, it is an organizational Attitude ’!

4. Strategic Talent Framework Talent Acquisition Talent Development Talent Management Talent Retention HR Policies and Planning Employment Branding Cultural Induction Leadership Development OD Interventions : E-Groups of the Talent, Learning & Development activities Performance Management Reward & Recognition Talent pipeline, Career Development (job rotations, fast track schemes), Succession Planning Retention policies Employee Engagement

5. Some Talent Acquisition Methods to suit changed scenario Virtual Acquisition (Direct / Lateral Sourcing): Job portals, knowledge communities, campus communities, competition intellegence Talent Tracking : Newsletters that advertise internal movements and appointments can be tracked and used for internal mapping Campus Building : Building long term relationship with the Campuses. Ongoing visibility enhancement through Early mover advantage, On-campus Promotions, Academic Programmes etc. Bonds without Ties : Openness to acquire and leverage talent in a non conventional manner (Bubble Assignments,Facilitators)

7. Define, Standardize processes , then Deviate if Need Be : Define the “Tickets of Entry”, Assessment Mechanisms, Culture Fit evaluation process for the new hires. However, don’t let this to be a trap. E.g. while position pre-requisites are essential, don’t be afraid to explore non-conventional backgrounds and dip into the diversified talent pool Track the Strategy: Yearly soul-searching on Acquired- Leveraged – Retained- Exited with cause & effect focused lens is vital. Important insights will also come from the Employee Engagement Survey. Some Key Elements of a robust Talent Acquisition Strategy

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