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i will go through talent acquisition, where organizations need to optimize tech’s power to first attract the largest and best possible pool of potential hires, and then winnow through for ideal candidates and manage the many phases of recruitment. Data and software functions are a fine matchmaker there. But the higher you climb up the recruitment pyramid from candidate to hire, the more human input and dynamic flexibility come into play. Add the necessary social and mobile aspects, and you’d best make sure they’ve got a human (as opposed to spammy) face.
1. Effective talent acquisition.
2. Effective induction and orientation.
3. Fit with organization culture.
4. Ensure comfortable environment.
5. Provide opportunity for Learning & Development.
6. Ensure available resources.
7. Provide compensation and benefits according to KSA assessment.
