I learnt about talent acquisitions, the importance of HR analytics in talent acquisition, and the obstacles of employing analytics in talent acquisitions from this topic.

 

To summarise what I learned throughout this session, I was exposed to the concept of talent acquisitions and why HR professionals must recruit high-quality or acceptable individuals for certain job categories inside the firm.

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Furthermore, talent acquisition operations must recruit the greatest available personnel to meet the needs of the firm. Meanwhile, there is a problem with poor hires in the talent acquisition process. I've learned what terrible hiring is, why it happens, the ramifications, and how to avoid it. Every terrible hiring may cause a slew of problems in the workplace, including a negative influence on team performance and a loss of profit. Various steps may be made to prevent this from happening at the organisation, such as better preparation, more successful interviews, marketing to the right target group, and aligning the job description with the position. The terms "recruitment" and "talent acquisition" are often used interchangeably. There is, however, a distinction between these two names. Recruitment is concerned with filling an available job in the business, whereas talent acquisition is concerned with developing a plan for identifying qualified people to meet the business's objectives. Analytics may be used in the Talent Acquisition process to gather relevant knowledge and enhance identifying potential individuals. The method of finding and selecting the proper personnel has become the most important for the company. As a result, utilising big data to acquire the right people may assist the firm in achieving its objectives. But how do you do it? A bad hire inside the firm may be reduced by using data, lowering bad hiring costs. Lousy hiring cannot perform the quality of work required, does not possess the talents promised and has a negative attitude. This circumstance will harm the company since it will impact team performance, increased recruiting expenses, customer loss, and so on. Overall, talent acquisition analytics are critical because they may anticipate candidate success, target job seekers, and minimise prejudice. Following that, I learnt about the many functions of HR analytics in talent acquisition. HR analytics may help firms calculate the cost of new hiring, and HR departments may save money by reducing the time it takes to locate a replacement. R, Python, Excel, and Power BI are some of the HR analytics technologies that may be used. Apart from that, we also go through the advantages of utilising talent acquisition analytics and the obstacles of utilising analytics in talent acquisition. So, when it comes to HR analytics and talent acquisitions, HR must consider several concerns relating to hiring strategies and procedures to minimise the complications associated with employing analytics in talent acquisitions.