Talent acquisition is generally one of the first areas of an organization that a perspective employee will meet, and an area that will have an ever-lasting impact on the organization. After all, a company is only as good as its employees, right? Assessing the talent acquisition function is a process that may take time, but the outcome is sure to provide a clear picture of the state of affairs and determine the likelihood that the function and organization will succeed.
A highly effective talent acquisition function starts with a well-planned talent acquisition strategy that is aligned with the overall strategic mission and vision of the organization. In addition, a sound talent acquisition strategy will thoughtfully lay out how the function will help the company achieve its overall mission. While for some companies the exercise of creating a talent acquisition strategy can seem arduous, especially during the day-to-day operations of most HR functions, it is sure to pay off in the end.
Assessing talent acquisition continues with ensuring that goals and objectives are appropriately identified that will support, and help complete the mission of the organization. If a talent acquisition function fails to attract innovative, globally minded folks when the organization is looking to be the most innovative global company in the world, it is highly probable that the organization will not be able to carry out its mission. Identifying the steps needed through goals and objectives will also ensure that everyone is playing for the same team. Employees should know what the organization is working toward and the achievement of goals and objectives should be apparent through their actions.
Finally, in today’s metrics-driven world, a complete assessment of the talent acquisition function wouldn’t be complete without identifying performance metrics for the overall talent acquisition function. The development of performance measurements of such goals and objectives will ultimately indicate if you’re “getting there” or not. Moreover, the adoption of performance metrics will also tell key stakeholders if the function is “getting there” or not. Performance metrics such as how many new hires leave after one year, or customer service ratings of new hires may help talent acquisition know if they are hitting the mark in terms of new talent. These metrics of course can also be used in various other HR functions such as training and development. The right combination of data can tell many different stories.
The overall assessment of talent acquisition is a task that is never complete, in today’s ever changing world, continuous monitoring is imperative to ensure talent acquisition is keeping pace with the organization. Maintaining a careful eye on the components set above will highlight any improvement opportunities necessary. But first, determining where you want to go and how you will get there, can set the foundation for a successful talent acquisition department.
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