Blog post

Story of a typical talent acquisition team

  • 12th Jan, 2016

Till I met my wife back in 2010, I always thought of Human Resource (HR department) of any company to be the most indolent department.  Mostly because I never really realized the nature of their work, and hence I mocked her all the time about it, until one day when she couldn’t take it anymore and told me her typical day in the office.

My wife is in Talent Acquisition (TA) team, which I always thought to be the easiest job as, all that the TA team has to do is, to go over internet, look for suitable candidates and line them up for interviews. And let’s face it! There is a huge number of candidates in the market in search of a job, how difficult would it be to catch a fish from the sea?

But then she started to explain. Finding a suitable candidate is just one part of their job. She explained further the important three steps that the entire recruitment process falls under.

Sourcing

Finding the right candidate for the job is the first step, but to find a candidate the TA team first need to understand the job description fully, which in most of the cases is very technical and is not understood by them completely. Based on the half knowledge, TA team starts the search for matching candidates. And there are lot of job hungry candidates with tailored resumes and no practical knowledge available in the market.

Hence the general search on internet provides with hundreds if not thousands of matching candidates. Consider churning in so many resumes and screening those candidates, how much of time, efforts and money is invested in it?

Screening

The candidates who have been initially screened by HR then are taken through a series of technical assessment process. Sometimes these are online assessment tests followed by round of technical interviews.

This is where the technical team’s involvement is required. Which for TA team is another pain point, as many a times technical team is not available for the taking the interview or is busy with the other tasks at hand, further delaying the processes.Most of the candidates are rejected by the technical team, because they do not qualify for the job. The rejection ratio by technical team is pretty high.

Finalizing 

The candidates that are screened to be good fit for the job by technical team, are then finalized and extended with a job offer. In most of the cases a salary negotiation happens which again consumes considerable amount of time to actually fill in the position.

I could see the pain in her eyes, when she was explaining it all. It’s the same mundane task that they do everyday, and yet never appreciated. On the contrary they are always blamed for not bringing in good candidates and wasting technical team’s time by scheduling too many interviews for a single position.

I could relate to it as I was the one blaming my TA team for not bringing in good candidates for technical interview and wasting my time with subpar candidates. 

I got very curious and asked her why not use technology to help them. There are ton of tools in the market, why not to use them. To which she surprisingly replied, that the tools are there and are being used, but there are different tools for different tasks, and most of those aren’t even compatible to each other. Instead of helping and easing the pain out of processes, the tools is another pain that they have to live with. Sad but true! 

I will be sharing more on my personal experiences, feedback from our conversation with various HR’s and also what we have learnt operating Screenom.com in past one year. You can also share your recruitment experiences with us at info@screenom.com.

Stay tuned for the upcoming blogs!