Talent Acquisition landscape is being redefined.
Why one should opt Sourcing Strategy/Talent Acquisition?
Failure of traditional talent acquisition and recruitment practices to hire right talent in right time, an exponential growth of social media and networking, technology disruption, a plethora of unreliable and unqualified talent, the war for HiPos, and other internal-external challenges have enforced a revolution in talent acquisition process.
Most organizations, Talent Acquisition/Human Resources leaders and change agents are seeking new ways to source, screen, assess and hire talent. The article “Sourcing Parties Vest Employees in the Recruitment Process” – http://bit.ly/2zkgIoL – well explicates how triads (hiring managers, recruiters and employees) can collaborate to boost sourcing via sourcing parties / sourcing jams (I prefer to refer them as “sourcing meetups”).
The core intent of sourcing meetups is to:-
- discuss priority requisitions or candidates with hard-to-find skills and capabilities
- seek suggestions from employees and explore sourcing techniques
- utilize employees’ connections and their network
The Talent Acquisition team strategizes how to reach out to prospective candidates and implement the action plan. Upon successful hiring, the employee(s) who referred the selected candidates, are awarded with referral bonuses.
When TA teams and employees ‘own and commit” to talent acquisition process, they are more likely to contribute toward TA agility.
What are your thoughts on sourcing meetups? What other sourcing strategies can we as TA practitioners implement? If you are interested to brainstorm and share your thoughts on this key topic, please comment or connect with me. Thank you!
Author: V Lakshmi Chirravuri