Should your organization club “Talent Acquisition” and “Learning & Development” departments?

talent acquisition

Human Capital is a top notch issue for all companies around the world. Most of the CEO’s are aware of the challenge that stands ahead, companies need to adapt to megatrends. As per the recent study of PWC, 93% CEO’s say that they recognize the need to make a change, or are already changing, their strategy for attracting and retaining talent  But there’s still an enormous gulf between intention and action.  

Is it a good idea?

Yes, Talent acquisition and learning and development departments are different but both never be done on cheap and they belong together for strategic advantage. If you try alternative cheap option the candidate will leave the company early and your company has to pay the price of Mis-recruiting. These two departments are responsible for how long the new employee will stay if the recruitment process is smooth and he gets the right training he needs for the job then the chances of him leaving the company are less. The alliance of these two departments can decide together to “build” or “hire” talent?

Let’s take a look at talent acquisition department. It’s very critical to find the right people who will take the business forward. Talent acquisition department always has to be on the lookout for the perfect candidate with right skills. A smart recruitment needs a smarter forecast of the recruitment; it understands the required skills for the job. To find a specific talent recruiters need a strategic plan for recruiting such candidates but companies always try to minimize budget of talent acquisition department. If companies do not invest in HR technology then they should know why companies should invest in HRTech? Saving a few hundred dollars may sound good for a short time but a bad hire can cost companies fortunes.

Learning and development should develop employees’ ability to lead the teams, further the company’s mission, create more leaders that will lead the organization toward its goal. The goal of learning and development department is to provide individuals and the organization with the tools to respond effectively to customer needs as well as current and future demands for service.

HR managers adore eLearning since it’s hard to measure the effectiveness of the training given. Nowadays top e-learning tools help evaluate everything based on skills & cost. Millennial Branding and found that one-third of Millennials rank training and development opportunities as a prospective employer’s top benefit.

A clubbed Talent acquisition and learning development can solve many problems because it will shift the organization’s focus from cost saving to value creation.

Companies need to think strategically rather than just from the cost saving perspective. Online hiring tools that help recruiters in recruitment and eLearning solutions that help them minimize the cost and measure the delivered output. It’s a world of technologies today if your company isn’t investing in the right technology then you may stay behind in the competition to attract and retain the top talent.

Making Irresistible E-learning Course Just Like the Flashing Christmas Lights

Enter into an LMS, find the course section, and pull out a module. Then flip to the summary section.

This is what you are sure to find on every e-learning course: A clutter of many fascinating points of the subject.

And there’s a reason why summary make it to the attention of the learner.
It’s because you tend to read the title, then the subtitle and then flip to the end to get the gist of the course

Yes there’s the blah, blah, blah about the summary and the exercise in the end. Yes, there’s a table of content. Yes, there are contents pages.
But you ignore most of the blah, blah, blah and head for the summary.

You do it because summary and exercise activities are like flashing Christmas lights.

They flash because they are able to create curiosity. And not just little bit of curiosity, but is creates a lot of it.

So here, in our LMS, E-three, there is a course that’s about energy management. And the very starting of the course are the following points.

  • What is energy management
  • Why is energy management important
  • How to effectively manage energy

Notice how we’ve put the entire guts of the subject in those three simple points?
And did you notice how the above points start with a “question”?

So let’s tackle these two ideas one by one.

1st Idea: notice how each of those points started with a “question”?

It doesn’t matter what the line. If you put a question before it, it instantly becomes interesting and gets the readers curiosity going.
Or you can always add a time frame to the question which does the same trick.

For example,
How to make money
How to make money in 30 days


A trip to Greece
Why I went to Greece this summer

It is very obvious that any instructional designer won’t use any boring sentences, but the point is to trigger curiosity of the learner to keep reading and learning.
Now, the only question that remains is, how to tickle one’s curiosity? And the answer lies in the second idea.

2nd Idea: Notice how we’ve put the entire guts of the subject in those three lines?
So take your entire course or subject, or topic, or whatever. Split it up into many distinct parts.

For example, the above course on “Energy Management” has three sections, so it could naturally be split into three distinct parts.
Then focus on something from each part to describe the benefit the reader could get from that particular section.

So for the Energy Management course, the points read like this:

  • How to manage non renewable energy resources
  • What are the principles of energy systems and energy conversions
  • Why new and renewable energy sources are necessary to study
  • How to increase energy supply and power generation

Each of these points represents a different part of the course.
And each of them has a simple “how”, “why” or “What” structure to get and keep attention.

The fundamentals are easy

Take your training material. Divide it into five or seven parts and prioritize its most important highlights or benefits.

Use these highlights or benefits and put a “question” before each one.

And baamm… you have a collection of the perfect course outline.
And that’s how you make your training or course stand out. Just like flashing Christmas lights.

Merry Christmas!