Talent acquisition in employee selection Essay
Talent acquisition in employee selectionMost corporate entities are not quick enough to meet their corporate employee’s requirements. However, modern trends have seen high impact corporate entities introducing incorporation of various strategies aimed at addressing this problem. Fraser in his article suggests that talent acquisition and retention offers a lasting solution to this menace faced by organizations (Frase, 2007, p1).
While previously assumptions had been made that educational qualification was enough at identify individuals who meet and organizations needs and challenges, the modern world has identified that talent likewise plays a fundamental role in ensuring an organization’s success. The article ‘stocking your talent tool’ offers an insightful observation into best practices that constitute effective talent acquisition and management. Worth noting is the fact that for an organization to adequately tap talent that best suites its needs and challenges, the organization should successfully define its core talent processes, its competency management, its talent acquisition strategies, its succession and career management strategies and in conclusion is its leadership development strategies (Frase, 2007, p2).The applicant management and candidate relationship systems offer a comprehensive tool that not only allows an organization to stay in contact with valuable prospective employees but also minimizes recruitment related costs in the long run (Holly, 2003, p2). This is achievable through the systems ability to cut on the lag time and its ability to produce high end recruits. However, such systems must also incorporate legal considerations to minimize probability of facing legal claims.
Such legal considerations mainly revolve around discrimination cases (Holly, 2003, p3). As a way of curbing such problems, various companies have adopted various selection processes and techniques aimed at not only minimizing selection costs but also ensuring that the desired talents and skills by the company are obtained. Such include psychological testing and other assessment instruments that help in tapping of the prospective employee’s talent and skills other than personal information (Armstrong, & Piotrowski, 2003, p 2).Based on the mentioned facts employee selection should therefore follow various steps in order to ensure company’s’ needs are adequately met. The first step should thus include collection of information from the candidates, once this is done the system should be able to effectively sieve out the candidates who meet the minimum threshold desired by the company and consequently subject them to appropriate selection techniques aimed at identifying their talent and skills. This should then pave way for the hiring process as the company deems appropriate. However, to avoid repetition of the mentioned process each time a position falls vacant, the company should maintain a database and communication with prospective candidates who could not be employed previously due to one reason or another. In conclusion, its important to recommend that database management and prospective candidate communication strategies be regularly employed in order to ensure that a company taps the best talents and skills relevant t its needs in addition to elimination of the costs associated with repetitive employment selection processes.
ReferencesArmstrong, T. & Piotrowski, C. (2003) Current Recruitment and Selection Practices: A National Survey of Fortune 1000 Firms. Georgetown University & University of West Florida, USAFrase, M. J.
(2007) Stocking Your talent Pool: Relationship databases can keep candidates interested and engaged until you need them.HR MagazineHolly, T. M. (2003) A hire standard: Improving employee selection can keep you fully staffed and out of court. EBSCO Publishing