Talent acquisition

vs
Talent management
Name Code
Hala Younes 19122386
Ismail Zaher Ismail 19222398
Reda Salama 19122119
Mina Karam 19221272
Talent Acquisition vs. Recruitment
Talent Acquisition vs. Recruitment
• Recruitment
– Recruitment refers to the process of interviewing,
selecting, hiring and onboarding employees. In other
words, it involves everything from the identification of a
staffing need to filling it.
– Depending on the size of an organization, recruitment is
the responsibility of a range of workers. Larger
organizations may have entire teams of recruiters, while
others only a single recruiter. In small outfits, the hiring
manager may be responsible for recruiting. In addition,
many organizations outsource recruiting to outside firms.
What is best work environment company
in the world ?
What is best work environment company
in the world ?
Talent Acquisition
• Talent Acquisition
– Talent acquisition is similar to recruitment in the
sense that it shares the same aim of finding the best
people to work for your company. But whereas
recruitment tends to be a very standardized, reactive
process.
– Talent acquisition is all about the long game of your
company. It involves a more flexible and dynamic
approach from your recruitment team and a broad
understanding of the long-term strategic aims of your
business.
Effective Talent Acquisition

• In order to recruit and hire the best talent,

companies must align their planning and talent
acquisition strategy across departments in order to
identify, target, and attract the most qualified
candidates for a given role.
• Talent acquisition teams are also responsible for
developing employer branding and communicating
that brand to potential candidates. Branding should
clearly give candidates an understanding of your
company culture, its reputation, key differentiators
between competitors, and its products and services. 
Effective Talent Acquisition
• The talent acquisition team must also manage
candidate life cycle, from the initial application
through the final job offer. Effective collaboration,
clear communication, and goal alignment with the
hiring manager is key, in this regard.  
• In addition, talent acquisition teams are responsible
for retaining essential employees and developing and
maintaining morale among their labor force.
Talent grid
 Talent Identification

Assessment center

Two types of identification tools:

1-Psychometric assessment tools:

• Korn Ferry Assessment 

• Thomas' psychometric
• SHL Assessment
• Emotional intelligence testing

2- Other types:

• Business case
• Role play
• Group activities
• Competency-Based Interviewing (CBI)
 Talent Identification / Example

Behavioral competency

Decision quality:

Making good and timely decisions that keep the organization moving
forward.

“An expert is someone who has succeeded in making

decisions and judgments simpler through knowing
what to pay attention to and what to ignore.”

Edward De Bono – Maltese physician, author, and

inventor
 Talent Identification / Example
Less skilled
Approaches decisions
haphazardly or delays decision
making.
• Makes decisions based on
incomplete data or inaccurate
assumptions.
ignores different points of view
or makes decisions that impact
short-term results at the
expense of longer-term goals
Talented
Decisively makes high-quality
decisions, even when based on
incomplete information or in
the face of uncertainty.
Actively seeks input from
pertinent sources to make
timely and well-informed
decisions.
Skillfully separates opinions
from facts.
Is respected by others for
displaying superior judgment.
Overused skill
Applies an overly rigorous or
methodological decision
process to all issues, even
where experience and intuition
can work equally well.
Is overly confident about own
decision-making capability;
reluctant to delegate decision
making to others or hesitant to
involve others when generating
solutions.
 Talent Identification / Example

Psychometric assessment
 Talent Identification / Example

Psychometric assessment
 Talent Identification / Example

Competency-Based Interviewing (CBI)

 Talent Identification / Example

Competency-Based Interviewing (CBI)

 Talent Identification / Example

Competency-Based Interviewing (CBI)

 Talent Identification / Example

How we develop it??

Job assignments : Courses :

• Join a task force making decisions on an important
issue, where you will need to share information and
consider the long- and short-term implications for Direct relation:
the business.
• Make a strategic decision on where to invest future Critical Thinking
resources (new markets, new products/services,
etc.). Evaluate alternatives using the best-suited
analytical tools combined with the judgment of
experienced stakeholders.
• Be part of a talent review or hiring process, making Based on Behavior:
people decisions for the department or unit as
objectively and unbiased as possible. Decision Making Strategies
• Manage the procurement of important services,
equipment, supplies, systems, etc., gathering diverse
input from stakeholders and analyzing the data Indirect relation:
before making the call.
Strategic Planning
• Handle a crisis for the organization, requiring you
to make a timely decision where all parties will not
be pleased with the outcome.
 Talent Retention & development

• Talent Retention is considered as the practices implemented to keep

talented and skilled employees within the organization. Retention of an
employee is very important for the success of an organization or a company.

• Succession plan (Identification critical positions)

• Provide training programs
• External Investment
• Talent Promotions
• Morale rewards
• Financial rewards