Ever since the beginning of modernised employment it is seen that the organisations have been in the market to try to attract as well as retain the best possible applicants. The term war for talent is considered as a never-ending process which basically refers to attracting as well as retaining the talent that is available. It is not even challenging but also a hard as well as a complex process. In today’s modernised era war for talent is not only the outcome of skilled workers shortage but also it leads to employers looking to find the best skilled candidates.
Therefore, with the increasing insistence on hiring the right people, in respective right environment, and also within the right organisation it is becoming challenging to look for these individuals and especially in today’s ever changing environment. In an environment that keeps on changing every single day the war for talent is becoming more competitive. The employers who have not yet realised the potential to become more competitive are already far behind in this war for talent.
Therefore winning the war for talent for a particular employer is not that simple. When it comes to certain challenges faced by the HR professionals as well as the organisations the number one challenge is to attract the best suitable candidate. From an employer’s it is now the role of HR professionals to showcase their organisational culture, and offer competitive packages such as monetary (remuneration) as well as non-monetary benefits such as flexible working hours, work from home, other benefits in order to attract as well as retain as war for talent is not only about attracting and recruiting.
The term HR recruitment is defined as any practice or activity carried on by the organisation with the primary purpose of identifying and attracting potential employees. (Kramar, R., Bartram, T., De Cieri, H., ; Noe, R, 2017, p. 432). When it comes to recruitment and selection there should be a selection criteria followed by the HR professionals such as applicant’s background, applicant’s experience, being employer of choice, making sure to treat everyone the same way which will eventually lead to prevention of potential conflict of interests.
The term war for talent becomes more important for strategies to sit together. In many aspects the recruitment and selection processes of an organisation is not only about finding the suitable candidate for the job, but it is about conveying a strong, positive image to attract other potential applicants to the organisation. There are considered to be two sources of recruitment such as internal (hiring someone from within an organisation) as well as external (hiring someone from outside an organisation). (Kramar, R., Bartram, T., De Cieri, H., ; Noe, R, 2017, p. 439). Another form of recruitment is web recruiting which consists different ranges such as company’s career website, seek, LinkedIn etc.
E-recruitment is an approach that involves the recruiter searching online for job candidates, although the term is often used interchangeably with the more general term ‘internet recruitment’. (Kramar, R., Bartram, T., De Cieri, H., & Noe, R, 2017, p. 442)