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Introduction  \n›› Talent acquisition vs. recruitment  \n2. Recruitment strategy and planning  \n›› Types of roles to hire for  \n3. Talent acquisition disciplines  \n›› Telling your brand’s story  \n›› Brand-building with social media  \n›› Sourcing channels  \n4. The recruitment process, simplified  \n›› The step-by-step guide  \n›› Hiring technical candidates  \n›› Hiring sales candidates  \n›› Hiring senior executives  \n5. Before, during, and after the interview  \n›› Budgeting  \n›› Choosing an ATS  \n›› The candidate experience  \n›› Dealing with a bad hire  \n6. Assessing your current hiring capability  \n›› The value of data  \n›› Industry standards  \n7. Defining what you need for your business  \n›› Reasons to consider building an internal capability  \n8. Defining your first critical talent acquisition hire  \n›› Is this the right decision for your business today?›› A guide to varying levels of experience  \n9. How to hire a recruiter  \n›› Where to find the best recruiters  \n›› Considerations when sourcing a recruiter  \n›› Core competencies to look for  \n10. Setting the direction for your new hire  \n4  \n7  \n11  \n21  \n29  \n40  \n45  \n48  \n51  \n56  \na. Onboarding and team integration  \nb. Providing the right environment and defining success  \nIntroduction  \n4  \nDeveloping your company’s talent acquisition capability  \nINTRODUCTION  \nThe war on talent  \nAs a startup, attracting and competing for talent can be particularly difficult as an unknown brand. Each company wants to hire the best talent-but not every company is uniquely enabled to do so. Recruiting is hard and one of the top mistakes made by startups is not devoting enough time to it.  \nWe know that time is a luxury for your startup. However, not devoting enough time to hiring the right people can lead to poor hiring decisions and even more headaches in the long-term.  \nCoined by McKinsey in the late 90s,“Talent Management” is designed to help organisations best utilise their human capital to meet the company’s vision. It involves the practices of:  \n• Workforce Planning  \n• Engagement & Retention  \n• Learning & Development  \n• Leadership Development  \n• Performance Management  \n• Data & Analytics  \n• Rewards & Recognition  \n• Talent Acquisition  \nHiring top talent is competitive-and even more so for companies in the technology sector. Bersin by Deloitte cite Talent Acquisition as the most important of all Talent Management disciplines – this is what this playbook will be focusing on.  \nHaving a talent acquisition strategy is just half the battle – it can easily erode your budget and can lead to an expensive process with poor results.  \nThis playbook will outline best practices and strategies to help you budget for, define, and execute on your talent acquisition capabilities.  \n5  \nDeveloping your company’s talent acquisition capability  \nINTRODUCTION  \nTalent acquisition vs. recruitment  \nThe term talent acquisition is often used interchangeably with recruiting.  \nRecruiting is actually considered a subset of talent acquisition, and includes the activities of sourcing, screening, interviewing, assessing, selecting, and hiring.  \nTalent acquisition also includes:  \n• recruitment strategy and planning  \n• process excellence  \n• marketing and social media  \n• employment brand  \n• sourcing channels and models  \n• candidate assessment centers and psychometrics  \n• talent communities  \n• technology  \n• data and analytics  \n• targeted hiring, design, and onboarding  \nFor some, Talent Acquisition can be broader and also include:  \n• recruitment planning  \n• succession planning  \n• building talent pipelines  \nAs a startup, you want to focus your efforts on what will give you","cbCaira71sxd9lBq","https://ap.wps.com/l/cbCaira71sxd9lBq","pdf",770702,62,"English","# Introduction\n## Talent acquisition vs. recruitment\n# Recruitment strategy and planning\n## Fail to plan; plan to fail\n## Case study: Invest in the process","[{\"question\":\"What is the difference between talent acquisition and recruitment?\",\"answer\":\"Recruiting is a subset of talent acquisition focused on sourcing, screening, interviewing, assessing, selecting, and hiring. Talent acquisition also includes strategy and planning, process excellence, marketing and employment brand, sourcing models, assessment methods, talent communities, technology, data analytics, and targeted hiring and onboarding.\"},{\"question\":\"Why is recruitment planning critical for startups?\",\"answer\":\"Poor recruitment planning wastes significant time and money because teams may hire the wrong person or miss a different business-critical need. Success is defined as filling the right roles at the right time, not simply meeting a hiring target.\"},{\"question\":\"What does the playbook focus on when building a talent acquisition capability?\",\"answer\":\"It outlines best practices and strategies to budget for, define, and execute talent acquisition capabilities, with emphasis on methods that have worked for successful tech startups. It also highlights practical steps such as aligning hiring with business-critical requirements and investing in robust processes.\"}]","Developing your company’s talent acquisition capability - A guide for tech startups | PDF",1790116625,22]