Talent is someone who has a natural ability to be good at something, especially without being taught.
The vital thing about talent acquisition is forward looking. Hiring the right people who equipped with the skills will develop into managers and senior manager. Rather than just putting the new employee for replacement purpose and they may not fit to the job assigned.
Having the wrong person performing any job functions can lead to an increase risk of errors and lowered productivity. Using a talent acquisition strategy makes sense because it reduces the risks involved with recruiting bad hires, which, in the end, will lower costs, save time, and boost productivity.
The biggest asset for a company is their employees. The right people will have the skills to ensure that work is being completed properly and on time, more motivated and more productive in the workplace.
OK, the perfect candidate may not exist. That doesn’t mean you should rush to hire just anyone. Take your time. Think about what it’s going to cost in time and money to hire. You could end up having to repeat the whole process.
How much can you trust the information on a résumé? Almost 60 percent of employers have discovered a lie on a résumé. For example, a candidate who claimed to be a construction supervisor admitted in his interview that he had only built a doghouse in a backyard!
Typically, it takes a new starter about three months to become fully integrated into the team and to begin producing results. It’s understandable to want her to “hit the ground running,” but this can mean that you don’t give her the time to “learn the ropes” properly.
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