In this information age people's knowledge, skills and their relationship capabilities have become critical assets for organizations. In this context, it has become vital for every organization to attract and retain the best available talent. This article sheds light on the basic strategies of talent acquisition adopted by various industries.

In the present scenario where technology has made spectacular progress and revolutionized the work in every field, particularly in the corporate world, it is not physical assets which are gaining importance but talent has emerged as the forerunner in determining the worth of the organizations. As such, sourcing for best talent continues to hold prominence for the organizations. Worldwide organizations are subjected to heavy pressure due to the declining supply of talent. According to a report, over a decade, the demand for talented people exceeds the supply of skilled workers at all levels and in all industries. It has become a challenge for Human Resource (HR) professionals to identify and address the key talent issues within the organizations.

In the previous years, the market appeared to be a "Buyer's Market" with excess talent and few employers. But the situation has reversed with the employee becoming a "seller of his talent" or precisely the market has turned out to be a "Seller's Market". In this situation wherein the best talent is absorbed by reputed organizations and others who have not developed the reputation of "Employer-of-Choice" and are not capable enough to compete will struggle for acquiring and retaining scarce talent resources.

HRM Review Magazine, Talent Acquisition, Human Resource, HR, Economist, Performance Management, Talent Acquisition, Organizational Objectives, Talent Acquisition Strategy, Organizational Cultural, Behavioral Skills, E-Recruitments, Human Capital Management, Organization Management.