Assignment Instructions/ Description
Label Each Discussion Questions:Talent Acquisition Strategy: How to Acquire Top TalentCopy and Paste Go YouTube Url link:https://youtu.be/iSxEu1SurEk�Discussion QuestionsMany firms have hundreds of software development personnel working on systems for data analysis and decision-making for HRM. Company software can be programmed to sift through applicants when uploaded. HR recruiters and hiring managers manipulate and generate reports for job postings according to needs. When you submit an employment application online as an applicant, how do you try to get noticed by a company?What does the expert say is the difference between recruitment and talent acquisition, and why do HR managers get confused? Would you recruit someone to fill the position if they have acquired talent but possibly lacking in your recruitment position needs for your organization?� Yes, or no, explain the reasons for your decision and defend your answer?What types of things should HR managers consider when thinking about their recruiting goals?� How does recruiting an employee translate to company growth and revenue? If you recruit someone for a position and three weeks later, the manager of that person you recruited tells you that the person you hired is inefficient, not capable and refuses to work with him/her what would you do?� Would you take responsibility and consider selecting the wrong person for the job your fault?� Yes, or no, why?� What strategy would you take to remedy the organization's incorporating company KPIs and budget numbers staffing personnel issue(s)?What does the expert in the video mean by "long ranging" in terms of a strategy for talent acquisition?� What do you need to do an HR professional to find out the answer to this?When engaging with your potential talent, what questions would you ask potential talent to identify if they are low or high potential and risk to your organization?What original ideas can you contribute to your HR hiring and recruitment team to "build your brand" as an organization to attract the "right" potential candidates?� How would you explain this to candidates internally and externally?What does the video mean when they say "pays dividends," and how can this translate into success or failure for you as an HR manager and success for the organization? What are 3 types of original content would you develop with your HR team for your recruitment company social media page to post, and what things would you consider important and relevant to say?What concrete methods would you use to identify what your candidate's needs and wants that matter to them are other than just money? Name some clear examples of some extra (perks, incentives) that you have benefited from as an employee or that your company offers to your employees as an HR staff member?�