Talent Acquisition includes: Community Outreach and Sources, Position Control, Hiring Processes, Proactive Recruiting and Strategic Integration, and Employee Engagement

Defining the Problem:

  • Qualified applicant pool is generally smaller than demand

  • Talent Acquisition (“TA”) resources are often limited
  • TA software is not usually well integrated
  • Lack of role clarity between TA and key stakeholders can result in frustration and work arounds
  • Emphasis is often on urgent versus important with few proactive strategies in place, and lack of appropriate oversight and controls
  • Data and metrics for use in monitoring TA progress against improvement goals often lacking or non-existent

What You Should Know and Consider:

  • Proactive planning can have a substantial impact on reduction of premium pay expense used to fill vacancies
  • Data, including engagement and exit surveys, can and should be used to inform the hiring plans and will provide credible support in the workforce planning (e.g. position control) processes
  • Hiring work arounds create legal risks for the organization

Solution Dynamics:

Aligning the Talent Acquisition process with the strategic objectives of the organization provides improved prioritization of limited resources. Once objectives are clarified, processes and technology can be redesigned for effectiveness and optimal service for both internal and external customers. 

GE Value Statement:

GE’s approach to Talent Acquisition addresses required solution dynamics to drive the following improvements:

  • Aligning Talent Acquisition to the strategic and operational objectives provides forward thinking strategies and aligns priorities for the TA team, including reduction of unnecessary premium pay
  • Improving communications, with key customers and visibility to processes will reduce confusion and increase customer satisfaction, reducing “work arounds” in the official processes
  • Integration of technology will increase the efficiency with which the TA team works, resulting in reductions of declined offers as well as shortened time to hire
  • Improving collection of key data points and monitoring success toward goals allows for course correction, including reduced turnover

[Click here for full-sized Human Capital Value Chain Image]


Human Capital Value Chain Quicklinks:

Overall Human Capital Value Chain Model

Talent Acquisition

Total Rewards

Performance Management

Talent Development

Demand-Based Staffing

Daily Shift Management

Labor Productivity

Management Enablers

Want to know more about how we can help with Talent Acquisition? Contact Us