Must Be In APA Format: 1-2 Paragraphs, References, Talent Ac

Must Be In Apa Format1 2 Paragraphsreferencestalent Acquisition And Re

Must Be In APA Format 1-2 Paragraphs, references talent acquisition and recruiting has changed over the last decade with new technology, online postings, phone applications, use of social media, etc. Some organizations spend more resources on recruiting new employees rather than retaining and developing current employees. This week’s case study about GE’s Succession Planning focuses on attracting, hiring, and retaining strong organizational employees. Specifically, the case discusses how organizations can use mentoring and succession planning to ensure talent retention. For this week’s discussion propose three strategies that could improve an organization’s employee talent acquisition process, thereby leading to a stronger workplace.

Paper For Above instruction

In response to the evolving landscape of talent acquisition, organizations must adopt innovative strategies to attract and retain top talent effectively. The integration of advanced technology, such as AI-driven recruiting tools and social media platforms, has transformed traditional hiring practices by enabling more targeted and efficient outreach to potential candidates (Aguirre et al., 2020). Utilizing data analytics can also provide insights into candidate sourcing channels, allowing organizations to refine their recruitment efforts and identify high-potential applicants more accurately. Furthermore, developing a strong employer brand through social media engagement and transparent communication enhances organizational visibility and attractiveness to prospective employees.

Additionally, organizations should invest in employee development and internal mobility programs to promote retention, reducing turnover and fostering loyalty (Kim & Lee, 2021). Implementing mentoring programs and succession planning prepares promising employees for future leadership roles, creating a culture of growth and stability. These initiatives demonstrate a commitment to career advancement, thereby attracting candidates seeking long-term employment opportunities. Overall, leveraging technology, enhancing employer branding, and prioritizing internal development are strategic approaches that can significantly improve talent acquisition processes and contribute to building a resilient and skilled workforce.

References

Aguirre, R. T., Calvo, N. A., & Pena, L. (2020). Digital transformation and HR innovation: How social media and AI are redefining talent acquisition. Journal of Human Resources and Sustainability Development, 8(3), 122–132. https://doi.org/10.4236/jhrss.2020.83010

Kim, S., & Lee, H. (2021). The impact of internal mobility and mentoring programs on employee retention and engagement. International Journal of Human Resource Management, 32(10), 2155–2173. https://doi.org/10.1080/09585192.2019.1697272