People often think that “Talent Acquisition” and “Recruitment” are synonyms. Or, people often think what the talent acquisition team performs is what the recruitment team does. But, both are the two entirely different terms. There is a significant difference between the two. We can easily differentiate talent acquisition and recruitment by their perpetuity where recruitment is a short-term and talent acquisition is long-term planning.

If a company recognize and understand the difference between them and adapt the hiring practice accordingly, it can bring better hiring outcomes and top talent in the house.

Let’s begin with a suitable definition for both the terms:

Talent Acquisition

Talent acquisition doesn’t follow a linear procedure. In reality, it’s a repeated process aligned towards forming a viable talent pool, expecting future requirements, and building connections. This process is about creating strategies for the long-term which helps in developing and nurturing a talent pipeline.

Recruitment

It is a linear procedure which refers to locating a particular candidate to close an open job position. Recruiting is a responsive affair. In the simplest words, the primary purpose of recruiting is to find candidates for available jobs.

Now, you better understand both the terms, it’s time to understand the precise elements which separate talent acquisition from recruitment:

1) Strategizing Requirements

If you need a successful talent acquisition strategy at your service, planning is the key to success. Unlike recruitment, talent acquisition involves a deep investigation about the type of business and a thoughtfulness of future business requirements. It’s a progressive tactic which entails observing the situations thoroughly and keeping an eye on the local and international labor marketplaces. Talent Acquisition Team needs more and more planning and strategizing.

2) Segmenting Talent

Talent acquisition strives to comprehend the diverse work segments within a company. On the other hand, it also puts efforts to understand the different positions within those sections. The HR leaders must know the competencies, experiences, and skills which each available job requires for the necessary productivity.

3) Building Brand

Today, branding has transformed at a significant level. It isn’t just attracting consumers; it’s more than that. Now, companies try to build a brand in the marketplace to attract talent. Building brand is a part of talent acquisition to draw a right talent base. It includes nurturing a constructive repo and culture of the company. If you have developed a good brand, your company is eligible to attract top candidates.

4) Scoping Sections

Top talent doesn’t belong to a particular zone; they come from many different places. You can investigate and identify the various sources of candidates through TA. Talent acquisition plan helps you establish contact with prospective candidates and maintain healthy relationships. The present relationships are built with an understanding that probably the approached candidates are not looking for fresh jobs right now, but they will be ready in the future.

5) Gathering Data

A successful hiring is based on working with available statistics. For a better hiring picture, data and statists work as evidence about how different activities are performed. Talent acquisition includes gathering the data and using them to conduct a proper hiring. It improves your recruiting process and quality of hire.

By now, hope that you know recruitment is a part of talent acquisition.

Now, you know what talent acquisition team does; it’s all to achieve a successful recruitment of talent. Understanding only the recruitment part is not knowing the hiring process thoroughly. If recruitment is a task, talent acquisition is a method to complete it. The above-listed elements are crucial so you can devise a strategy to attract, hire, and sustain top talent.

Related posts: