Welcome to the English for HR section designed for newbies. This lesson series will include comprehensive lessons on HR-related terminologies that we commonly encounter, to help you become familiar and not feel overwhelmed when mentioned in meetings or workshops. And today's topic we will explore together is Effective Talent Acquisition Strategies for Competitive Job Markets.
Effective Talent Acquisition Strategies for Competitive Job Markets
Talent Acquisition professionals work closely with hiring managers to understand the needs of their department and the skills and qualities required for the job. They use various methods to source candidates, including online job portals, social media platforms, employee referrals, and headhunting. They also conduct pre-employment assessments, such as background checks, drug tests, and reference checks, to ensure that the candidates are suitable for the job and the company.
The role of Talent Acquisition has become even more critical in today's highly competitive job market. In addition to finding the right talent, Talent Acquisition professionals also need to focus on creating a positive employer brand and candidate experience. This involves showcasing the company's culture, values, and benefits, and providing timely feedback to candidates.
Summary: In today's competitive job market, the role of Talent Acquisition professionals has become even more important as they focus on creating a positive employer brand and candidate experience by showcasing the company's culture, values, benefits, and providing timely feedback.
Important phrases and concepts in this topic
In this section, we will learn together some important phrases and concepts to understand the content of the lesson correctly.
Work closely (Làm việc chặt chẽ, gần gũi với nhau): means to cooperate or collaborate with someone or something in a close or intimate way. It means that two or more people are working together in a coordinated and interdependent way to achieve a common goal or complete a task. To understand this concept better, see the example below
- During the recruitment process, the HR recruiter works closely with the hiring manager to ensure that the job description and candidate requirements are accurate and up-to-date. The recruiter and hiring manager may discuss the qualifications and skills needed for the role, as well as the company culture and values to find the best fit for the position.
- When an employee is going through a performance improvement plan, the HR manager will work closely with the employee's manager to provide support and guidance. They may discuss specific goals and expectations, as well as coaching and training opportunities to help the employee improve their performance.
Online job portals (Các trang tuyển dụng trực tuyến): These are websites where companies can post job openings and job seekers can search for available positions. Talent Acquisition professionals often post job descriptions on these websites to attract potential candidates.
Social media platforms (Các nền tảng truyền thông mạng xã hội): Talent Acquisition professionals use social media platforms, such as LinkedIn, to search for candidates with the necessary skills and qualifications for a particular job.
Employee referrals (Giới thiệu ứng viên) : Companies often rely on current employees to refer qualified candidates for open positions. Talent Acquisition professionals encourage employees to refer potential candidates and may offer incentives for successful referrals.
Headhunting (Thuê dịch vụ tuyển dụng bên ngoài): This involves actively seeking out potential candidates who are not actively looking for a new job. Talent Acquisition professionals may use headhunting techniques to identify and approach potential candidates who are employed at other companies.
Skills (Kỹ năng): These are the abilities or competencies that a candidate must possess in order to perform the job effectively.
Qualities (Phẩm chất): These are personal attributes or characteristics that a candidate must possess, such as communication skills, leadership abilities, or a positive attitude.
Source candidates (Nguồn ứng viên): This means to find potential candidates for a job through various methods such as online job portals, social media platforms, employee referrals, and headhunting.
Pre-employment assessments (Đánh giá trước khi tuyển dụng): These are tests or checks conducted before offering a job to a candidate to ensure that they meet the necessary qualifications and requirements for the job. These may include background checks, drug tests, and reference checks.
Employer brand (Thương hiệu tuyển dụng): This refers to the company's reputation as an employer and how it is perceived by potential employees.
Candidate experience (Trải nghiệm ứng viên): This is the overall experience a candidate has during the hiring process, including communication, the application process, and the interview process.
Suitable (Thích hợp): This refers to whether a candidate is a good fit for the job and the company. A candidate who is suitable has the necessary skills and qualifications, as well as the right personality and work style, to be successful in the role.
Timely feedback (Phản hồi kịp thời): This refers to providing prompt and constructive feedback to candidates about their application, interview, or assessment results. Timely feedback can help candidates improve their skills and performance and can also enhance the candidate experience.
Here are some main topics that we have discussed together about topic Effective Talent Acquisition Strategies for Competitive Job Markets. Although we have tried to carefully check the provided content, there may still be some unintentional mistakes. Please feel free to leave your feedback or questions in the comments section below the article so that we can take note and answer them for you! Thank you very much!