Talent acquisition vs recruitment

The main differences between recruitment and talent acquisition

Let us formulate the main differences between talent acquisition and recruiting even more clearly:

• Recruiting is a short-term operation in which the main focus is on filling burning vacancies. Whereas talent acquisition is a long-term perspective, anticipating potential future company’s staffing needs.
• As a rule, recruitment is a more or less regular and rather massive recruiting of newcomers, usually for the roles of an ordinary link. But talent acquisition pays the maximum attention to hard-to-fill rare positions and executives positions.
• Hiring tactics are already quite mature and are used regularly to hire specialists for positions always in demand. However, talent acquisition calls for more time to plan and utilize special strategies and additional unique knacks and knowledge from recruiters.

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What is more important for business?

This question is posed here in such a form only because it is often asked in this way. And the answer is both processes are equally important depending on the circumstances.

Traditional recruitment becomes paramount when there is a sharp necessity to fill an urgent vacancy.

Notwithstanding, if you count on your business's constant prosperity and steady growth, you should concentrate more on talent attraction, perceiving it as a promising long-term investment in the enterprise. This is a win-win strategy that can keep your firm afloat and allow it to outperform its competitors.

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What to do to appeal to talents?

Our recruiting agency successful experience in this area allows us to highlight several stages of attracting talent:

1. Sourcing

The initial step in the search for suitable job seekers is to look for them in various pools and build a funnel. Such a search may include searching for potential candidates on numerous specialized platforms, finding passive candidates, accessing candidates in the company’s database, and so on.

2. Appealing

Attracting applicants of the highest quality means having a ready-made package of attempting conditions and profits. Such applicants know their worth and will want to get guarantees that they will not lose their choice.

3. Interviewing and evaluating

The interview stage with the selected and interested applicants may look like a large group talk, a progressive or stepwise series of talks, where the applicant goes through a row of talks, each time with a higher-ranking organization representative.

4. Final choice

This decision is likely to be a joint effort of those management members in charge of hiring personnel in the firm. They should not hurry with their choice. On the contrary, weighing all the pros and cons of this or that selected expectant is reasonable.

5. Making an offer and adaptation

Having made the final choice, it is no longer worth delaying the job offer since the candidate might be lured to a competing company during deliberation. However, the process does not end with the job offer and acceptance. It is also necessary to help the new worker pass the adaptation and get acquainted with the team, the company’s culture, the working conditions, etc.

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Some strategies for effective talent acquisition

Not to waste time, we recommend following these strategies:

• Make a forecast

Identify and prioritize positions in the organization, and plan the timing of filling complex vacancies in advance.

• Use a conveyor system

Create your system for tracking and recognizing potential contenders.

• Involve your employees in the search

Sometimes, employees, who know very well what kind of specialists would be useful in the company, can attract an irreplaceable worker to the business.

• Do not hurry

Do not rush to make a choice. If you take your time and get to know the postulant thoroughly, their skills, preferences, and goals, this approach will let you not regret your decision later.

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Summarizing

Whichever way you prefer to improve the quality of your staff, it will, in any case, be determined by your targets. In different situations, as we see, varied methods are appropriate. But the main thing is to try to see your business in the prospects and not proceed solely from the needs to today.

And if you desire vocational advice or assistance finding the best employees, our agency is always at your service.