Talent Acquisition Talent Management

Fall 2017
SMI University
 Talent Acquisition

Job Opening Selecting sourcing channels

Recruitment Sorting Screening
Shortlisting Selection Offer
 Addressing Challenges

Knowing what type of person is suited for the job

Getting the right candidate Right advert to target right market
Knowing which resume to select
Best match
Minimizing cycle time respond back to candidates, employer branding
Motivating to join
Being able to retain
 Attracting the Right Candidates

Build or buy approach

Choosing right sourcing channels

Job advertising

Positioning organization and stressing what values for the

organization

Experience with the recruitment process has huge significance

 Resume Sorting & Screening

Sorting resumes from the pool of applications

received

Screening the sorted resumes further to match

your job requirement

Screening can be based on job requirement or

attitude or both
 Hiring the Best Candidate
Using different instruments / tools to select the best candidate

- Interviews

- Tests

- Group discussion

- Project based hiring

- Personality tests

- Background & medical tests

- Assessment Centers Mix of interviews and simulation exercises

 Assessment and 360*

Assessment centers can be used as channel for

internal and external hiring both

When used for internal, it leads to gap analysis

between the current competency inventory and
the one thats needed
 Behavioral Based Interviewing
The central premise of behavioral interviewing is that past is the best
predictor of future when it comes to some ones success on the job

Behavior based interviewing focuses on experiences, behaviors,

knowledge, skills and abilities that are job related. It is based on the belief
that past behavior and performance predicts future behavior and
performance.
 Behavioral Interviewing Technique

STAR technique:

- S: Situation How would an individual act in a particular situation, give a

situation
- T: Task What was the end objective/goal
- A: Action What actions were taken by the individual to resolve the situation/
what behavior did you demonstrate in achieving the goal
- R: Result What happened as the result of those actions/ what did you learn
 Examples
Describe a situation where you had to accomplish a task that was given to you
on a tight deadline along with your routine job. How did you manage and
what was the result ATTITUDE/RESPONSIBILITY/UNDER-PRESSURE

Describe a situation where a customer was complaining about services. The

fault was one of your subordinates. What actions did you take to conclude
the situation and what steps did you take. What was the result
LEADERSHIP/CUSTOMER SERVICE/INTERPERSONAL
Describe a situation where you had to submit the final report to your boss
and there was an emergency at your relatives. The submission of your
report will lead to promotion. How will you manage
RESPONSIBILITY/MANAGEMENT/ACCOUNTABILITY

Have you been in a situation where you were suddenly expected to handle a
new and different project? Can you give an elaborate description of that
situation? How did you go about it? What were the results? Project
Management/Open to new tasks/Learning attitude
 Repercussions of Bad Hiring
Unproductive
Wastage of time
Wastage of resources
Impact on team performance
Impact on customers
You are working in a healthcare sector. Being a HR Manager, you are
involved in screening and conducting initial interviews of nurses. The
requirement is BScN or diploma in nursing. Fresh or experienced both
will be preferred. Interpersonal/can do attitude/able to perform under
pressure/time management/customer service competencies are
preferred.