The DIFFERENCE Between TALENT ACQUISITION And RECRUITMENT (2021) | Talent Acquisition vs Recruitment
Talent acquisition strategies
Many strategies exist based on the company level. A small company’s acquisition strategy would be more successful than a large company’s. According to their size, these are the tactics that organizations employ most frequently:
What is talent acquisition?
The process of locating and keeping highly qualified employees is known as talent acquisition. Human resources and talent acquisition experts who concentrate on hiring staff and lowering turnover frequently make up a company’s talent acquisition team. Talent acquisition is frequently used by businesses to find candidates for specialized positions that are more challenging to fill, like executive and technical jobs In this particular stage of talent acquisition, relationships with a network of potential candidates are developed over time. The use of talent acquisition is common in some industries, such as technology and healthcare.
Talent acquisition process
The talent acquisition process follows a few key steps:
Additionally, many businesses rely on employee and word-of-mouth recommendations, making a positive workplace culture essential.
Recruit talented candidates
Talent acquisition experts can focus their search once they have a large pool of candidates to choose from. When a company doesn’t need to hire someone right away, a specialist will stay in touch with qualified applicants until the company is prepared to move forward with the hiring process. The expert will choose a select number of the most qualified applicants to interview when they need to make an immediate hiring decision.
The acquisition team may interview anywhere between five and more than fifty people, depending on the position, the size of the company, and the number of qualified candidates. The talent acquisition team frequently begins the process of screening candidates with a 15-minute phone call when there are many applicants. They inquire about availability, expected salaries, educational background, and work experience during this call.
The team chooses a group of approximately five to ten candidates for in-depth interviews after conducting phone screenings. Candidates are also interviewed by hiring managers, supervisors, or department leads at this stage to determine whether they are a good fit for their particular team and requirements.
An optional part of the interview process is contacting references. Although not required, speaking with references can give the interview team a more comprehensive understanding of the candidates. Talent acquisition professionals may question the references regarding the candidate’s work ethic, specific responsibilities, and best abilities.
Choose the best candidate
The talent acquisition team selects the most qualified applicant for the position based on interviews, qualifications, and references. Human Resources sends an offer letter and initiates negotiations when the company is prepared to hire. In the event that the initial applicant declines the offer, the team should be prepared with two to three backup candidates.
Onboard the new employee
Onboarding is technically the responsibility of the HR department and the employee’s supervisor, but it’s crucial to keeping talent. In the first 90 days, a strong, thorough onboarding process can make new hires feel more at home and welcome, increasing their likelihood of long-term retention. Talent acquisition teams need new hires to feel like they’re a part of their teams because they’re more likely to feel a sense of collaboration and support.
Talent acquisition vs. recruitment
Although recruiting and talent acquisition are very similar, there are some significant differences. While talent acquisition is an ongoing effort to find and keep qualified candidates, recruiting involves filling open positions as soon as they become available. When a position needs to be filled, talent acquisition teams do some recruiting tasks like conducting interviews with candidates, but they also devote a significant amount of their time to finding candidates for more specialized jobs and enhancing the company brand.
Use recruiting for positions where you can quickly gather a large pool of qualified candidates, while using talent acquisition for skilled and leadership positions that may take some time to fill.
How to acquire the best talent
It requires careful planning and execution to secure the best candidates for any position. The following actions can be taken to locate the most qualified applicants:
What is difference between HR and talent acquisition?
Employers use talent acquisition to find, track, and interview candidates for open positions, as well as onboard and train new hires. Typically, the human resources (HR) division is in charge of it.
Is talent acquisition a good career?
While HR positions are in charge of creating career paths and planning training sessions, a talent management strategy necessitates involvement from the entire organization. High-potential team members should be identified, and their training requirements should be addressed.