Talent Acquisition

Talent Acquisition encompasses the activities involved in building and maintaining a workforce that meets the needs of the organization.

 

How SpruceHR approaches building and maintaining your workforce:

 

Planning & Strategy

• Learn and understand the talent needs of your organization or business unit

• Analyze staffing levels and projections, to forecast workforce needs

• Complete a job analysis and identification of job requirements

• Write specific, detailed job descriptions to not only attract candidates, but also to help them completely understand what the job entails

• Ensure Diversity, Equity, Inclusion, and Belonging is implemented, such as, gender-neutral words

• Determine employment categories (e.g., salaried/hourly, contract, temporary, interns)

• Establish or support an Employer Value Proposition and employment brand for sourcing and recruiting applicants

• Develops strategies for sourcing and acquiring a workforce that meets the organization’s needs

 

Sourcing

• Designs and implement effective strategies for sourcing, recruiting and evaluating qualified job candidates

• Use a wide variety of talent sources and recruiting methods to attract qualified applicants

• Use technology (e.g., social media, applicant tracking software [ATS]) to support effective and efficient approaches to sourcing and recruiting employees

​

Screening

• Methods for selection assessment (e.g., ability, job knowledge, non-cognitive tests, assessment centers, interviews)

• Uses the most appropriate hiring methods to best evaluate a candidate’s technical skills, organizational fit and alignment with the organization’s competencies needs

 

Hiring

• Job offer negotiations (e.g., salary)

• Conduct appropriate pre-employment screening (background, references, and drug screening)

• Job offer contingencies (e.g., background investigations, credit checks)

 

Onboarding

• Implement effective onboarding and orientation programs for new employees

 

Assess Effectiveness

• Assess the effectiveness of talent acquisition activities that meet the organization’s needs:

  • Cost per hire, time to fill, offer and acceptance rate, new hire turn-over rate, source of hire, hiring manager satisfaction

  • DEIB Metrics: (Applicant pool measured in diversity groups)

    • Number of applicants > how many were qualified > interviewed > job offer > acceptance > when and why each person left the process