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Dynamic Change Of Talent Acquisition In It Sectors: IBM

1) Introduction

According to Pritchard (2014), there occurs a problem of getting skilled, efficient and talented employees when changes take place in the market scenario or any organization or economic conditions of the business on global basis. This research deals with the discussion of acquiring work force that could help any organization to cope with dynamic changes when the need occurs.

1.1) Aims of the research work

This research aims to study the impact of dynamic changes in the recruitment process on the organizations. This research also focuses on the talent acquisition process of IBM and highlights the role if social media in talent acquisition process.

1.2) Objectives of Research work

  • To evaluate the important role that talent acquisition process plays in competitive environment of the recruitment process.
  • To scrutinize the innovations that IBM has taken into consideration the recruitment process or talent acquisition.
  • To study the extent of effectiveness of talent acquisition process in recruiting talented and skilled employees.

1.3) Hypothesis

  • Talent acquisition process forms an important part of recruitment in today’s competitive world.
  • Talent acquisition process do notform an important part of recruitment in today’s competitive world.

2) Literature Review

2.1) Introduction

According to Ulrich et al. (2012), recruiting employees is the most challenging work of the recruiters especially in today’s competitive world where it is dependent on the recruiters to hire an employee for the future needs andwhile looking at the future of the organization. First step in the recruitment process is mainly done by filling up the required posts in the organization.

2.2) Importance of Social Media in Talent Acquisition

According to According to the outlook of Davenport (2015), branding of recruitment plays a vital role in the talent acquisition process of organization. Organizations can fix a budget for this process in which the employees having skills and talent will be allowed to participate and fill their databases in a prescribed form. When will be any need especially in competitive future world, their database can be used by the organization in order to hire those talented employees.

2.3) Role of Technology in Talent Acquisition Process

Technology plays important role in the talent acquisition process as it can help in storing the database of the talented and trained workforce for the future needs of the organization. According to Nolan (2011), technology can help in storing data through online job portal, online committees and social media; this can help to shortlist skilled employees for the future use of organization.In addition to this, modern technology can also be used to test the talent and skills of required candidates.

2.4) Summary

This portion of the research discussed about the use of technology and the role that social media can play in the race to acquisition process. This chapter discussed about the theories and strategies for getting talented and trained employees for the future needs of the organization as the economic conditions and the level of competency will change in future in the whole world which will further create problem for the recruiters to get talented employees.

3) Research Methodology

3.1) Research Approach

According to Sahay (2014), research approach is a research mapping approach which helps to map different theories and ideologies. Inductive research has been used in this dissertation in order to have deep discussion and understanding about the topic. It further focuses on in-depth understanding of the data collected for the research work.

3.2) Research Design

According to Hirsh (2014), research design is the blueprint of the whole research work. Explanatory research design has been used for this research in order to collect data and reach to the conclusion with appropriate understanding level.

3.3) Research Philosophy

In this research study interpretative research philosophy has been utilized in order to have in-depth analysis and understanding of the data collected through different methods.

3.4) Data Collection Methods

Primary as well secondary, both methods have been used for the collection of information. Primary data is collected from the managers and the employees with the help of qualitative and quantitative questionnaires whereas secondary data has been collected through different online and offline sources including social media websites, books, journals and articles.

3.5) Sample Size

For the collection of primary data, the sample size set for interviewing and conducting questionnaires included 10 managers and 100 job seekers participating in the talent acquisition process.

3.6) Research Ethics

Ethics help researcher to maintain law while collecting data for the research. It is very important for researcher to follow ethics and code of conducts in order to interact with the participants to search for genuine information regarding the theme of research work.

3.7) Limitations

Time and budget constraint formed major limitations while approaching for concluding the dissertation.


Hirsh, W. (2014). Four steps to effective talent management. Strategic HR Review, 13(3).

Nolan, S. (2011). The Value of Talent. Promoting Talent Management Across the Organization. Strategic HR Review, 10(4).

Pritchard, K. (2014). Using employee surveys to attract and retain the best talent. Strategic HR Review, 13(2), pp.59-62.

Sahay, P. (2014). Design thinking in talent acquisition: a practitioner’s perspective. Strategic HR Review, 13(4/5), pp.170-180.

Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M. (2012). HR talent and the new HR competencies. Strategic HR Review, 11(4), pp.217-222.

Cooper, J. (2015). Changing HR operating models. Strategic HR Review, 14(3).

Davenport, T. (2015). How HR plays its role in leadership development. Strategic HR Review, 14(3), pp.89-93.

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