The talent acquisition function within HR has traditionally dealt with ensuring that the right candidates are acquired. But given the urgency within businesses to scale today, it is poised to play a much more vital role.
Companies today operate in a competitive business environment. With changes in technology and consumer preferences, businesses are in demand of quality talent that can support their adaptive and agile plans for growth. The recently launched LinkedIn India Recruiting Trends Report highlights a similar concern. The report states that around 83 percent recruiters surveyed globally state that talent is the number one priority in their companies. This reflects the growing need within organizations to have skilled employees that can support their need to be agile and leverage newer technologies and work design principles to become more productive.
Given the growing need for quality talent within organizations has been more than ever, the influence and scope of the Talent Acquisition function have also evolved over the years. Today its scope not just limited to the act of finding the right recruits. As it grows to become a vital function that has a direct role in supporting business initiatives, it encompasses a rather long-term approach towards hiring and managing talent within the company. Responsible for creating an approach which is aimed at making the company ready for uncertain future recruitment conditions, while addressing the talent needs of today. This has translated into both the TA heads and the front line recruiters paying a close attention to how they source and assess the quality of the candidates they bring into the company.
Increasing focus on quality of hire
This story is from the {{IssueName}} edition of {{MagazineName}}.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 9,000+ magazines and newspapers.
Already a subscriber ? Sign In
This story is from the {{IssueName}} edition of {{MagazineName}}.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 9,000+ magazines and newspapers.
Already a subscriber? Sign In
How Digital Transformation Can Power The Great Reset
Technology has the potential to serve as the key enabler of change between digitalising administrative tasks and fostering human connections
The Crypto Meltdown Of 2022
FTX implosion: A setback, but not the end for the crypto market
Govern Pre-IPO Unicorns to Create Value; Not Valuation
Billion-dollar startups always make the headlines. But is there true value behind those eye-catching valuations? How can proper governance be implemented for these much-hyped companies?
On change and change management
The best way to end the year, especially such a disrupted one as 2022, is by laying the groundwork for the year to come. Michelle Yong, Head of Resourcing at Shell, offers some insights on change management to bring us forward into 2023
The Great Reconnection: A paradigmatic moment for employers and employees
This year has not been a good one for employee retention. The Great Resignation, originally thought to be a US phenomenon, has emerged in Asia now. But is there a way to turn it into the Great Reconnection?
Lessons Managing in leadership: a global hybrid team
What takeaways can we draw from the pandemic? Fatima Koning, Chief Commercial Officer at IWG, shares what the last five years have taught her about managing a global sales team across 120 markets in the hybrid model
Eight HR trends that we saw throughout 2022
As companies manage their workforces in a dynamic era, HR departments have continually adapted and adjusted, and never more than this year as digital acceleration and workplace evolutions came together
One way to turn the tide of employee retention
There's a surprising link between skill development opportunities and job satisfaction. Here are some ways of boosting skilling and thereby talent retention
A key focus for L&D going into 2023 should be business alignment
Venkat Subramaniam of Degreed believes that learning is core to business success and organisations need to invest in the right processes and technologies to adapt to continuous change
WOMEN IN LEADERSHIP CAN BE GAME GHANGER FOR INCLUSIVE FUTURE OF WORK
BREAKING FREE FROM THE STEREOTYPES IN THE INSURANCE SECTOR, PAMELA THOMSON-HALL SHARES HER JOURNEY OF BEING A CHAMPION FOR WOMEN AND BRINGING ABOUT A CHANGE IN A MALE-DOMINATED INDUSTRY
