I hope after taking the previous lecture, you now know what talent acquisition means. Before learning about the steps of talent acquisition, let's assume that you are a part of the talent acquisition team of company which is named ABC. So, what are the steps that you would take to acquire the right talent in the organization? Firstly, you will have to assess the positions that require talent or manpower. Next, you'll check internally if someone within the organization can be fit for taking this position. If yes, then promotions or transfers happen and that position will be taken by an employee working in the organization itself.

But if there is lack of manpower to fill that position, You will have to take the following next steps. So the first one is sourcing. This is like filling a room with all prospect candidates. So talent acquisition executive would have to find specialists from different sources like online forums, social media platforms, placement, consultancies and other industrial events. Other than this, you can also create an accurate job description and post it on job portals. By doing this, you will create a large pool of talented candidates and from that, you will generate leads of those who are most suitable for the position.

Next, you'll have to attract the people from leads that you have generated. So for this, you will promote the company and its working culture. Remember that every employee has a question in their mind before they join the company. The question is, why should I join your company instead of others? Most employers will not ask this questions directly, but it is still there in their mind. So, your responsibility as a talent acquisition executive is to answer this question even before it occurs in their mind.

So here's how you can do it. Market your company as a brand, so that the candidate is attracted to be a part of it. Next, you can state how the work culture is different from others. And finally, design an attractive package for them and share the benefits of working in your company. At this stage, you should also keep a record of those candidates who can be a perfect fit For future profiles, even if they are not suitable now. The next step is interviewing the candidate.

Here you will assess the qualities and skills of the candidate. First, you will identify the key roles and duties he would have to perform. And based on this, you will have to check whether the candidate is having the right skills and experience to fulfill the duties. Other than this, you can also assess candidates by conducting skill tests and personality tests. You learn about these in more detail in the coming lecture. After interviewing the candidate, you will do the reference checking.

Don't ever skip the step because this helps in knowing more about the candidate. Sometimes the reference would give you details which a candidate may not be willing to share with you So reference check will help you in finalizing the selection of the candidate. The next step is selection. always hire from the strongest candidates that you have interviewed. Always ensure that the candidate is resourceful and can fulfill his responsibilities and perform the duties well. Once you select the candidate, let him know the joining process.

The next step is hiring and onboarding. Generally this is taken care of by the HR department. But if you are required to do this, you should help the candidate in joining the organizations smoothly without overwhelming him. So once the candidate becomes an employee, the talent acquisition process is accomplished and successful. But as a talent management executive, your role won't be stopped hair. The next step in your role would be to manage and develop talent and retain them in the organization for the longest possible time.

Please move on to the next lecture to know about the qualities you must check in a candidate by conducting selection tests. I'll see you there