The typical talent acquisition process can be broken down into various sub-steps, depending on the specific processes within the hiring company. In this blog, we will look at the abovementioned steps and how you can make the most of your talent acquisition efforts!

1. Analyze requirements

As a first step, you should clarify for yourself which talents you want to address in the talent acquisition process by answering the following questions:

• Which employees are interesting to you and your company?
• What skills and abilities do you need now, and which will you need in the future?
• Which positions will be difficult to fill when employees leave the company? Which ones are currently difficult to fill?

2. Generate attention

The next step is to use personnel marketing measures to draw the attention of potential candidates. Keyword employer branding: Talents must perceive your company and find it attractive. You can advertise yourself with campaigns, for example, on social networks. However, employer rating platforms are also an excellent way to position yourself as an attractive and innovative company on the market, thus increasing your company’s attractiveness to potential candidates.

3. Nurture candidates and build up a talent pool

Suppose you successfully implement steps 1 and 2 sooner or later. In that case, the specialists you are looking for will apply – ideally not just for an advertised position but potentially others that aren’t advertised. In this way, you can create a talent pool and contact promising candidates immediately if you have a specific need for personnel.

4. Hire employees

This is where the traditional application process begins. The employees from the HR department conduct interviews with the candidates and select the people who best fit the role as well as the company’s specific requirements and culture.

5. Adapt to talent acquisition requirements and measures

Talent acquisition is a cyclical process. Unlike classic recruiting measures, it does not end with hiring candidates and various onboarding activities. Instead, talent acquisition looks at whether the initially defined requirements correspond to the team member’s needs in their daily work. If you conclude that there is room for improvement in the formulated skills and qualifications, you can adapt them. You then use the newly gained insights for your further talent acquisition measures. Furthermore, you can then present the role openings with newly defined requirements, update your employer branding, and thus draw the attention of applicants more effectively.