Scenerio:

HR Director of a Pharmaceutical company that is expanding its business operations at global opportunities in united states, HR director have been asked by the company president to give an outline for an HR strategic plan as part of the company's expansion process. HR director need to develop a HR strategic plan that will integrate the goals, objectives, and strategies of the HR department with those of the company. The plan also needs to support the objectives of other departments within the company.

 

HR director are required to hire a team of sales department. The top position is to be at the head of department and the major role of this position is to participate in strategic development as well as the team building. The second position of sales department would be assistant manager and his major role is to manage its team, implementation of strategies at operational level, management of daily tasks and engaging the team at highest level to achieve the sales target. The third level of position will be the sales officer who will be actually engage in the sales of product Keeping in mind the Talent acquisition strategies

 

ANSWER THE FOLLOWING QUESTION, KEEPING IN MIND THE ABOVE SCENERIO

 

1. HR director have to build a talent acquisition strategy.
2. How HR director will forecast the talent acquisition requirements?
3. What will be the sourcing strategies?

Talent acquisition strategy

        i.           Asses the existing Recruiting Method 

Examine the current recruitment process and Create new techniques to increase these practices. HR can simply identify, describe and convey the importance of talent retention to all stakeholders, both existing employers and future applicants.

      ii.           Employing Data Analytics To

Successful talent selection depends in the process on data-driven decisions to assess if and when someone would work and their effectiveness.

     iii.           A full comprehension of market strategies is important.

Therefore it is important that organization executives coordinate the general market priorities with the Talent Management Policy goals. Then HR will integrate the correspondence into its policies and standards.

    iv.           Conducting staff preparation

Strategic staff training means ensuring that the company has the best employees at the right moment.

      v.           Cooperating with various departments to develop ideas

    vi.           Collecting feedback from around the company is crucial, since successful talent retention in a vortex will never exist.

   vii.           Addressing Organizational branding 

If the brand doesn't stick out, retaining the talent is more difficult.

Forecasting the talent acquisition requirements

1.      supply analysis 

A company determines whether it has the supply domestically to satisfy the need. it is often essential to analyze potential and efficiency, also in full-staffed occupations.

2.      Demand preparation

 A company decides the number of staff needed for each job role. 

3.      Vacuum identification

 In the gap identification and workforce preparation aspect, a company examines the vacuum and decides what steps it will implement to fill such gaps.

Sourcing strategies

1.      Build applicant personas to recruit the best

2.      An optimal candidate identity lets you recognize the best platform, message and plan for more talented applicants.

3.      Personalized marketing segments

4.      To get more responses and maximize communication, you must personalize the messaging to candidates.

5.      Cultivate passive links

6.      Cultivating the applicant archive would be beneficial when sourcing for talent 

7.      Source applicants close to your candidate identity since  candidates may be available on a range of sites, such as LinkedIn