Talent Acquisition Process: New Talent in 5 steps

The talent acquisition process can be broken down into various sub-steps, depending on what the specific process in the company looks like:

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 for you and your company?

What skills and abilities do you need and 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 a good way to position yourself as an attractive and innovative company on the market and to appear attractive to skilled workers.

3. Nurture candidates and build up a talent pool

If you successfully implement the measures, sooner or later the specialists you are looking for will apply –ideally not just for an advertised position, but even on their initiative. In this way, you can create a talent pool and, if you have a specific need for personnel, contact some interesting candidates immediately.

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 job and the company requirements.  

5. Adapt requirements and measures

Talent acquisition is a cyclical process. Unlike classic recruiting measures, it does not end with the hiring of the candidates and various onboarding activities. Rather, talent acquisition looks at whether the initially defined requirements correspond to those that the team member needs in their daily work. So if you conclude that there is room for improvement about 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 yourself with newly defined requirements, update your employer branding and thus draw the attention of applicants to you even better.

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