Talent Acquisition

Evolution of Talent Acquisition

Talent acquisition has come a long way from its traditional roots. In the past, recruitment was a reactive process that involved posting job advertisements and waiting for candidates to apply. However, in recent years, the process has become more proactive and strategic. Talent acquisition now involves a more comprehensive approach to recruiting and attracting top talent.

The evolution of talent acquisition has been driven by several factors, including changing demographics, globalization, and the rise of digital technologies. With more candidates seeking remote work opportunities, organizations are now looking for ways to source and engage with talent from all over the world.

Processes Involved in Talent Acquisition

1. Sourcing

Sourcing involves finding and attracting potential candidates. Organizations can use various sourcing channels, such as job boards, social media, and professional networks, to reach out to potential candidates.

2. Screening

Screening involves evaluating candidates to determine their qualifications and suitability for the role. This can involve reviewing resumes, conducting initial interviews, and assessing candidates’ skills and experience.

3. Selection

Selection involves selecting the best candidate for the role. This can involve conducting further interviews and assessments, as well as checking references and background checks.

4. Onboarding

Onboarding involves integrating new hires into the organization and providing them with the tools and resources they need to be successful in their new role.

Example of a Tech Talent Acquisition Strategy

1. Define Roles and Responsibilities

Clearly define the roles and responsibilities of each position within the organization. This will help to attract candidates who are a good fit for the role and will help to ensure that new hires are aligned with the organization’s goals.

2. Develop a Candidate Persona

Develop a candidate persona that outlines the ideal candidate for each position. This should include factors such as skills, experience, and personality traits.

3. Create a Strong Employer Brand

Develop a strong employer brand that showcases the organization’s values, culture, and benefits. This will help to attract top talent and will help to retain existing employees.

4. Leverage Technology

Use technology to streamline the recruitment process and to source and attract candidates. This can include tools such as applicant tracking systems, social media, and job boards.

5. Measure Success

Measure the success of the talent acquisition strategy by tracking metrics such as time-to-hire, cost-per-hire, and retention rates. This will help to identify areas for improvement and to refine the strategy over time.

Challenges with Remote-First Working

Remote-first working presents several challenges for talent acquisition, including:

1. Sourcing Candidates
Remote-first working can make it more challenging to source and attract candidates, as organizations are competing with a global talent pool.

2. Interviewing Candidates
Interviewing candidates remotely can make it difficult to assess their soft skills, such as communication and collaboration.

3. Onboarding New Hires
Onboarding new hires remotely can be challenging, as it can be difficult to provide them with the same level of support and resources as in-person onboarding.

The BT hiring team at Troi

Challenges in Tech Talent Acquisition

Tech talent acquisition poses unique challenges for organizations due to the high demand for skilled workers in the technology sector. Some of the challenges in tech talent acquisition include:

1. Competition

The technology sector is highly competitive, and organizations must compete with other companies for top tech talent. This can make it difficult to attract and retain skilled workers.

2. Shortage of Skilled Workers

There is a shortage of skilled workers in the technology sector, which can make it difficult for organizations to fill key positions.

3. Rapid Technological Advancements

The technology sector is rapidly evolving, and organizations must stay up-to-date with the latest advancements in order to remain competitive. This can make it challenging to find candidates with the right skills and experience.

Advantages of Using Embedded RPO Model for Tech Talent Acquisition

Using an embedded RPO (Recruitment Process Outsourcing) mode for talent acquisition can offer a number of advantages for organizations. Embedded RPO refers to an outsourcing arrangement in which an external provider is integrated into an organization’s internal recruiting team and processes, providing end-to-end recruitment support. Here are some advantages of using an embedded RPO mode for talent acquisition:

1. Cost Savings

One of the biggest advantages of using embedded RPO mode is cost savings. Organizations can benefit from economies of scale by leveraging the provider’s expertise, technology, and infrastructure. Additionally, embedded RPO can help to reduce recruitment costs by minimizing overhead expenses such as job advertising, candidate screening, and recruitment staff salaries.

2. Scalability

Embedded RPO providers can help organizations to scale their recruitment efforts quickly and efficiently. By leveraging the provider’s resources, organizations can ramp up or down their recruitment efforts in response to business needs without incurring significant costs.

3. Expertise

Embedded RPO providers are experts in talent acquisition and have a deep understanding of the market, sourcing strategies, and candidate screening techniques. They can help organizations to identify and attract top talent, and to develop effective recruitment strategies.

4. Flexibility

Embedded RPO providers can offer flexible recruitment solutions that can be tailored to an organization’s specific needs. This can include support for specific recruitment processes, sourcing for hard-to-fill positions, or assistance with recruitment for a specific project or business unit.

5. Time Savings

By outsourcing recruitment to an embedded RPO provider, organizations can save time and resources on recruitment efforts. Providers can manage the end-to-end recruitment process, from sourcing to onboarding, allowing organizations to focus on core business activities.

6. Improved Candidate Experience

Embedded RPO providers can help to improve the candidate experience by providing a seamless recruitment process that is professional, efficient, and responsive. This can help to enhance the organization’s employer brand and to attract top talent.

In summary, using an embedded RPO mode for talent acquisition can offer numerous advantages for organizations, including cost savings, scalability, expertise, flexibility, time savings, and improved candidate experience. It is important for organizations to carefully consider their recruitment needs and to select a provider that can deliver tailored solutions to meet their specific requirements.

The modern take on a traditional RPO model.

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