Jan 10

Talent Acquisition

Talent acquisition is an ongoing strategy to find specialists, leaders, or future executives for your company. Talent Acquisition is a cyclical approach that’s geared towards building relationships, anticipating future hiring needs, and creating a sustainable pool of candidates. It’s a more strategic approach that develops and nurtures a talent pipeline with a long-term view.

Recruitment is about filling vacancies. Recruitment is a linear process that involves searching for a specific candidate to fill a specific position. Recruitment is reactive, a position is vacated or created and a new person must be found to fill it. The core function of recruiting is to find candidates for existing jobs that are currently available.

Talent acquisition tends to focus on long-term human resources planning and finding appropriate candidates for positions that require a specific skillset.

Some elements that differentiate talent acquisition from recruitment, are:

  1. Planning and Strategy

    Requires a deeper look at the nature of your business and an understanding of future workplace needs. It’s a forward-thinking approach, looking through a wider lens, that takes into consideration the local and global labor markets. The process involves more planning and strategy. Not only do you need a thorough understanding of your company’s inner workings, you must also know the skills, experiences, and competencies that each position requires for success.
  2. Employer Branding

    Ensuring that your company’s brand is clear and attractive is a main element in talent acquisition. This involves fostering a positive image and company culture, and establishing a good reputation based on quality products and services. A solid brand attracts top candidates while giving them a look inside at what it’s like to work for your company.
  3. Talent Scoping and Management

    Through talent acquisition, you’re researching and recognizing the different places where you can source candidates. Once you’ve established contact with potential candidates, you have to maintain and build those relationships. All of this is done with the understanding that most of these candidates will not fill positions right away but rather down the line.
  4. Metrics and Analytics

    By collecting and analyzing pertinent information, you can continuously improve your recruiting process and make better hiring decisions, ultimately improving your quality of hire.