Talent acquisition involves attracting, selecting, and onboarding talented individuals who are aligned with the business strategy and possess the required competencies. It is part of an overall talent management strategy that aims to have the right people in the right jobs at the right time. The talent acquisition process includes defining needs, sourcing candidates, application screening and interviews, making offers, and notifying non-selected candidates. Effective talent acquisition requires considering both the person-job fit and person-organization fit to identify individuals who will integrate and perform well.

1. Talent Acquisition
An Overview
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2. TALENT MANAGEMENT
Talent management is the strategic management of the flow of talent
through an organization.
Its purpose is to assure that the supply of talent is available to align
the right people with the right jobs at the right time based on
strategic business objectives.
Talent-management processes include:
Workforce planning
Talent-gap analysis
Recruiting
Staffing
Education and development
Retention
Talent reviews
Succession planning
Evaluation
To drive performance, deal with an increasingly rapid pace of
change and create sustainable success, an organization must
integrate and align these processes with its business strategies.
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3. TALENT MANAGEMENT MODEL
Vision, Mission, Strategy and Values
Talent Management Strategy
Talent Acquisition
Sourcing, Selection and Onboarding
Talent Development
Performance Management, Career Development,
Leadership Development and Succession Planning
Talent Assessment and Alignment
Internal Mobility and Workforce Planning
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4. TALENT ACQUISITION
Talent Acquisition is the
process of attracting,
finding, and selecting Employment
highly talented individuals Brand
(those who align with the
business strategy,
possess required Definition of Need
competencies, and who
will integrate smoothly Sourcing
and productively into the
organization and its
culture) to meet current Selection
and future employment Pre-Boarding
needs.
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5. TALENT ACQUISITION WORKFLOW
Requisition Process
Sourcing
Application Process
Screening and Interviewing
Employment Offers Notification of
Non-selection
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6. ACQUIRE WISELY
“Organizations need to get the right
people on the bus and in the right seats
to succeed.”
“Good coaching, training, mentoring,
etc., is not likely to make up for bad
selection.”
“Hire hard….Manage easy!”
Collins, J. (2001). Good to great. New York: HarperCollins.
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7. DEFINITION OF NEED & SOURCING
Effective Sourcing First Requires Accurately Defined Needs
An employer must first define what need exists and then determine what
types of talent it requires to fulfill that need.
What is Sourcing?
– Determining the most effective places to find the talent
needed
– Includes internal and external sources
– The process includes announcing the job’s availability to the
market and identifying and attracting qualified candidates to
apply.
– Includes traditional techniques like advertisements, job fairs and
postings
– Also includes techniques like social networking, finding passive
candidates, and targeted functional searches
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8. PERSON – ORGANIZATION FIT
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9. Important Considerations
Person-Job Fit: The match between a person’s
knowledge, skills and abilities and the
requirements (competencies) of a specific job
(“demands-ability fit”).
Related to higher performance and lower
turnover.
Person-Organization Fit: The congruence of an
individual’s personality, beliefs and values with
the culture, norms and values of the organization.
Related to job satisfaction, commitment
and turnover.
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