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What is talent acquisition?

Talent acquisition refers to finding, attracting, and hiring skilled individuals to fulfil organizational needs. Talent acquisition and recruitment is a strategic approach to identifying and engaging with potential candidates with qualifications, experience, and attributes that align with the company's goals and culture. This process, carried out by talent acquisition specialists, involves various activities, including job posting, sourcing candidates through multiple channels, screening and interviewing applicants, and ultimately selecting the most suitable candidates.

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Assessments for talent acquisition

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Hire the best with our talent acquisition software

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Engage and hire top talent with Mercer | Mettl Xathon

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Talent acquisition vs. recruitment: Key differences

Often used interchangeably, talent acquisition and recruitment are two different things. A few key differences between them are:

AspectTalent acquisitionRecruitment
ScopeBroader, focusing on long-term strategic goalsNarrower, typically for immediate hiring needs
ApproachProactive, continuous engagementReactive, based on immediate job openings
TimeframeLong-term perspectiveShort-term perspective
RelationshipBuilding relationships with potential candidatesTransactional relationship with applicants
StrategyEmployer branding, talent pipeliningJob posting, sourcing, screening
MetricsQuality of hire, retention ratesTime-to-fill, cost-per-hire
InvestmentHigher investment in employer branding, talent developmentLower investment, focused on immediate needs
FocusFuture-oriented, talent developmentImmediate needs, filling open positions

Steps involved in the talent acquisition process:

02

Sourcing

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Sourcing involves proactively searching for talent through various channels such as job boards and employee referrals. It requires the utilization of sourcing techniques using a talent acquisition platform.

01

Talent planning

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The first step is to analyze current and future workforce needs. HRs in talent acquisition need to identify skills gaps, succession planning requirements, and emerging talent trends.

03

Screening

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The third step is to evaluate candidate qualifications, skills, experience, and cultural fit through initial screenings, assessments, and interviews. This step can be processed efficiently through a talent acquisition system.

04

Selection

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The goal here is to identify the most suitable candidates based on an assessment of their skills, experience, and potential cultural fit. One should involve key stakeholders to ensure alignment with organizational goals and values.

05

Onboarding

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In order to facilitate a smooth transition for new hires, it is essential to provide comprehensive onboarding programs. Set clear expectations, introduce them to the company culture and values, and provide necessary training and support.

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Critical importance of talent acquisition

Here is how strategic recruitment can help achieve organizational success

01

Competitive advantage

Access to top talent gives organizations a competitive edge by enabling them to innovate, adapt quickly to changing market conditions, and deliver superior products and services.

02

Retention

Strategic talent acquisition reduces turnover rates by ensuring employees are well-suited and aligned with the company's values and culture. This leads to higher levels of job satisfaction, engagement, and loyalty.

03

Innovation

Attracting talent with diverse perspectives and experiences helps companies drive innovation and stay ahead of the competition. A diverse and skilled workforce fosters creativity, innovation, and collaboration within the organization.

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Best practices for talent acquisition and recruitment

Build-relationships

Build relationships

Cultivate networks and engage with potential candidates even when positions are unavailable

Prioritize-diversity-&-inclusion

Prioritize diversity and inclusion

Create inclusive hiring practices to access a wider talent pool and foster innovation

Offer-competitive-benefit

Offer competitive benefits

Provide perks and benefits that appeal to top candidates and help retain employees in the long run


Related products and solutions

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Foire aux questions (FAQ)

  • Strategic thinking: Ability to align talent acquisition efforts with organizational goals and anticipate future workforce needs.
  • Communication: Strong communication skills to effectively engage with candidates, hiring managers, and other stakeholders.
  • Relationship building: Capacity to build and maintain relationships with candidates, industry professionals, and internal teams.
  • Analytical skills: Proficiency in data analysis to measure recruitment metrics, identify trends, and make data-driven decisions.
  • Adaptability: Flexibility to adjust to changing market conditions, recruitment trends, and organizational priorities.
  • Sourcing: Proactively source candidates through various channels, including job boards, social media, professional networks, and employee referrals using talent acquisition and management solutions.
  • Candidate engagement: Use a talent acquisition platform to personalize communication with candidates, provide regular updates throughout the recruitment process and offer a positive candidate experience.
  • Time-to-fill: Streamline recruitment processes, leverage recruitment technology, and establish clear timelines for each stage of the hiring process.
  • Bias mitigation: Implement inclusive hiring practices, such as blind resume screening, diverse interview panels, and structured interview processes, to mitigate unconscious bias and promote fairness.
  • Develop a comprehensive talent acquisition and management strategy aligned with organizational goals and values.
  • Invest in employer branding initiatives to enhance the organization's reputation.
  • Utilize talent acquisition software to streamline processes, improve efficiency, and enhance the candidate experience.
  • Foster a culture of diversity and inclusion to attract a diverse pool of candidates and promote innovation.
  • Continuously evaluate and adapt talent acquisition strategies based on recruitment metrics and feedback from candidates and hiring managers.

Talent acquisition takes a more strategic, long-term approach to workforce planning and recruitment, focusing on building a pipeline of qualified candidates and aligning recruitment efforts with organizational goals. Traditional recruitment, on the other hand, tends to be more transactional and reactive, centered around filling immediate job vacancies.

A talent acquisition strategy typically includes defining objectives aligned with business goals, identifying targeted candidates and their desired skills and traits, developing employer branding to attract top talent, implementing recruitment technology to streamline processes, and continuously measuring and adapting the strategy based on feedback and performance metrics.

Organizations can attract passive candidates by engaging with them through networking, social media, and industry events, showcasing their employer brand and unique value proposition, and offering compelling career opportunities that align with candidates' interests and aspirations. All of this can be done centrally through a talent acquisition system, which makes it easier for talent acquisition specialists to reach out to candidates.

Organizations can measure the success of their talent acquisition efforts through key performance indicators (KPIs) such as time-to-fill, quality of hire, retention rates, candidate satisfaction, and diversity metrics. By tracking these metrics, organizations can assess their recruitment strategies' effectiveness and identify areas for improvement.

Common challenges in talent acquisition include sourcing qualified candidates, reducing time-to-fill, mitigating bias in the recruitment process, and aligning recruitment efforts with organizational goals. These challenges can be addressed through proactive sourcing strategies, streamlined recruitment processes, inclusive hiring practices, and continuous evaluation and optimization of recruitment strategies.

Talent acquisition strategies typically include defining objectives aligned with business goals, identifying target candidates and their desired skills and traits, developing employer branding to attract top talent, implementing recruitment technology to streamline processes, and continuously measuring and adapting the strategy based on feedback and performance metrics.

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