What Differences Between Recruitment and Talent Acquisition

What Differences Between Recruitment and Talent Acquisition

What Differences Between
Recruitment and Talent Acquisition

talent acquisition and recruitment

What Differences Between Recruitment and Talent Acquisition Many people think that the terms recruitment and talent acquisition are synonymous, but companies who keep an eye on the big picture know there’s an important difference between the two. Recruitment and talent acquisition are comparable to short-term and long-term—quick fixes versus long-term planning. Both approaches may be used depending on the circumstances, but one tends to be tactical in nature and the other, strategic.

Internal hiring managers can improve overall recruitment planning with a basic understanding of the strategic nature of talent acquisition. Independent recruiters can likewise improve relationships with employers by better understanding the unique role that acquisition plays in helping a company achieve its strategic vision.

Recruitment vs. Talent Acquisition

Recruitment is about filling vacancies. Talent acquisition is an ongoing strategy to find specialists, leaders, or future executives for your company. Talent acquisition tends to focus on long-term human resources planning and finding appropriate candidates for positions that require a very specific skill set.

It’s important to project three to six months ahead of when you need to fill leadership and specialty positions. Many tech positions take six months or longer to fill. If your company is awarded a new client and you need to deliver the work ASAP, it can be tough to recruit for those positions in short turn around.

Companies must ask themselves which positions will be difficult to fill when a vacancy comes up (as it inevitably will, eventually). Niche markets, technology skills, highly specific experience, and leadership roles call for a thoughtful, long-term approach to talent acquisition.


Should Your Company Be Recruiting or Acquiring?

Some of the niche markets that may call for talent acquisition strategies include technology, medicine, law, and financial management. Niche roles in some specialty industries may narrow the pool of potential candidates even further.

If your company expects faster than normal growth for the next several quarters, then a talent acquisition strategy can save you a great deal of time finding people to lead that growth forward.

The areas with the greatest skills shortages are those that most need a talent strategy. Overall, we’re seeing the competition for top talent continue to heat up, and skills shortages are part of the fuel. A technology firm seeking developers, for example, may need an overall talent strategy around strong culture, unique benefits, and enhancing and leveraging its employment brand.

How to Move Beyond Recruitment to Acquire Top Talent

Attracting the best and brightest employees to your company isn’t a one-time only event. It is a continuous process. Companies that are serious about their long-term futures should be continually networking and building relationships with individuals who are at the top of their fields. Some day, they may wish to court them as potential employees.

Promoting your company culture on social media can be a great utility to building your employment brand. If you find your business constantly on the lookout for top tech talent, you need to build a marketing campaign around that. Engage your marketing team to showcase your company culture. Grab your best office pictures and run targeted social ads to profiles with keywords and skill sets you’re hiring for. Facebook ads have a tremendous targeting ability that many talent acquisition teams fail to utilize.

How do you get started? Setting up a talent acquisition program is a big project, but it’s worth the effort. Take it one step at a time:

  1. Get organized
    How are you going to keep track of the talent you find and the resources you’re using? A small company with only a few positions may be able to keep track of everything in well organized spreadsheets. If your company is larger, or growing steadily, you’ll want to start shopping for specialized software.

  2. Improve your employer brand
    As you connect with top talent in your industry, you can be sure they’re going to look up your company. Make sure your website and social profiles speak to your target audience and prospective future employees.

  3. Start sourcing talent
    Identify social networks and communities forums where specialists in your industry gather. LinkedIn Groups are popular with professionals, marketers like Twitter, and everyone is on Facebook. Start building relationships with a follow, retweet, conversation, etc.

Schedule time daily or weekly for acquisition activities, networking, and outreach to potential candidates. You will very quickly start building relationships and filling in detailed profiles on top talent.

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