Talent Acquisition 2.0: Rethinking strategies to attract the future of digitalVisit our press officeDriven by disruption and innovation, the digital landscape is evolving at breakneck speed. As exhilarating as this era of transformation can be, the uncertainty of the future is equally nerve-wracking.
, we discussed the need for businesses to create entirely ew talent models by turning their biggest challenges into opportunities. Building out these talent models requires the right skills, which in turn requires a mindset shift in how we approach talent, by seeking potential in unexpected places.While credentials such as degrees and certifications are important, focusing solely on these is likely to fail to capture the true potential of a candidate. Digital Talent Acquisition 2.
Job descriptions that clearly outline the essential skills and competencies required, rather than focusing solely on educational qualifications.Rigorous yet fair assessments that gauge proficiency in relevant skills, regardless of academic background.Validating skills through online courses, certifications and portfolio demonstrations.Assessing alignment with company values and team dynamics alongside technical skills.
Talent acquisition specialists play a fundamental role in the Talent Acquisition 2.0 model. Their responsibilities extend beyond simply sourcing and qualifying candidates. As mentioned, they must become strategic partners, collaborating with hiring managers to:Building a firm understanding of the target team's dynamics, project requirements and future objectives.Craft descriptions that attract the right talent by highlighting company culture, growth opportunities and the impact of the role.
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