Quelle est votre approche en matière d’acquisition de talents ?

My approach to talent acquisition is focused on strategic alignment, proactive sourcing, candidate-centricity, rigorous assessment, employer branding, and continuous improvement. I aim to understand the organisation's needs, actively seek out top talent, prioritise candidate experience, rigorously assess candidates, promote the employer brand, and continually refine strategies for optimal results.

Defining the Talent needs is very crucial in an organization. identifying the right talent for the right skills is very important, not only it will save the time, money and effort but it is more crucial to drive an engineering or any other team in a smoother and more efficient way and is crucial for any organization success as misleading in any of them would burden you with an addition cost and might be loss of money as well. speaking about job posting i don't believe in lengthy job post, just include the crucial skills, brief responsibility and experience. Also a well-managed hiring process should be there with right people doing right task.

If this opening is to replace someone, don’t just use the old job description. Rewrite what you need now. What attributes did the former person have that you want to keep. What issues caused them to leave and how can you alter that to avoid attrition. Were the goals realistic. Did you provide the resources to do the work needed? If not, then how are you going to compensate to make the new person productive?

1.Identifying the job needs 2. Job description creation 3. Sourcing right profile 4. Screening and assessment 5.Conducting in-depth interviews 6.selection and offer 8.onboarding Throughout the talent acquisition process, it's important for organizations to maintain clear communication with candidates, uphold a positive employer brand, and continuously evaluate and improve their recruitment strategies to attract and retain top talent.

Sourcing is the most critical aspect of talent acquisition. Sourcing for talent pool differ from industry to industry. For some positions headhunting is required, whereas for some positions recruitment through social media may work well and for some niche positions we need to do give advertisement or use internal data pool also.

Sourcing the right Talent pool is very important now a days for organization, especially those who are working on cutting edge technologies and keep in mind the competition they have. sourcing the right talent pool always starts with specialized Talent acquisition team. where each individual can cater to a specific hiring need and managing the stake holder it will not only avoid discrepancies but also save time and efforts. Market insights and mapping are very important. target the competitors, reach out the right talent pool for the specific business unit. lure them what might they can accomplish here, give them a broader screen of achievements.

Ask your colleagues for input. Let them know you have an opening. You should reciprocate if they need a person as well. Ask your team who they know and would recommend. Use your professional association connections, too.

Evaluating the fitness of a Talent is very crucial and important as it will avoid. any discrepancy or future hurdles which might can arise in between an ongoing project. Effective screening - discussing about the ambitions, career goals, work interest will be some few steps towards creating and efficient and world class team. background screening is also very crucial it will give you an idea about the temperament and experience and how effectively they can manage it. it will give an idea whether the candidate is motivated and whether they will fit in your cultural values or not.

Don’t ask questions in an interview that won’t reveal the candidate’s ability to do the work you need done. Write up specific questions to learn the abilities and enthusiasm for your position. Check references.

Spend as much time onboarding as you did recruiting. A half day and a hand shake will not orient a person very well. Remember what you wanted to know about the company and its circumstances when you started to work there. Be candid and truthful. It will come out in the break room sooner or later.

Don’t hire to do what someone else did. Hire to do what they can do best to improve your organization. When you replace your car, you don’t want the same make year and model again. You buy the new and improved model. Same rule applies for staffing.

In enger Abstimmung mit dem Fachabteilungen entwickle ich ein detailliertes Anforderungsprofil und eine Stellenbeschreibung mit den erforderlichen Fähigkeiten und Aufgaben. Die Auswahl der Rekrutierungskanäle variiert je nach Zielgruppe. Nach der Veröffentlichung der Stellenanzeige, überprüfe ich Bewerbungen sorgfältig und erstelle eine Shortlist für den Fachbereich. Im Nachgang führen wir virtuelle Interviews zur Auswahl der besten KandidatInnen. Dabei nutzen wir Time Boxing, also maximal 30 Minuten und bitten die Bewerbenden vorab eine Präsentation vorzubereiten. Schließlich schließe ich mit der ausgewählten Person den Vertrag ab.