That’s because hiring new people as general practice needs to follow a solid strategy to bear the best results. And no hiring strategy can be considered solid if it ignores capital aspects, even when they are as seemingly subtle as this one. That’s why we thought it would be great to take a look at what both talent acquisition and talent recruitment are and why they are important for your overall hiring strategy.
What is talent acquisition?
Talent acquisition is about hiring new people without losing sight of long-term objectives. That means that talent c level contact list acquisition is more than just finding candidates to fill open positions in your company – it’s also about creating a better hiring experience for everyone involved. In other words, talent acquisition is about recruiting people but also about making improvements to the process to not just fill a position, but to increase the employee’s satisfaction and your overall retention.
As such, talent acquisition encompasses many basic tasks, including sourcing candidates, interviewing them, and onboarding new hires but also others that go beyond them, including all the ongoing efforts to nurture in-house talent in such a way that they increase your team’s loyalty to your company.
Given that comprehensive nature, talent acquisition is the foundation of a well-developed employer brand. Just as you have a user brand you use to advertise yourself to your audience, you should have an employer brand that “sells” your company to employees and candidates alike. In that context, talent acquisition comprises all of the practices you carry out to hire the right people, secure them in place, and help them grow in their career paths.
What is talent recruitment?
Talent recruitment is about why should you care about cobots hiring new people to fill open positions in your company as quickly as possible. This makes it different from talent acquisition in that recruitment only starts when you have a need for a specific role (something that usually happens when an employee quits or when you expand your business). That “as-fast-as-possible” approach to hiring new people often doesn’t worry about long-term goals, because the company can’t afford to go on much time without filling the open positions.
Since it’s mostly driven by immediate needs, talent recruitment can often lead to a more difficult hiring process, as there might be fewer candidates that are fit for a position on such short notice. Thus, the focus on the speed of talent recruitment can create specific issues, such as hiring the wrong candidates because of a contextual scarcity.
However, there will be moments when you’ll have no choice but to resort to talent recruitment, as people will leave you no matter how great an employer you are. That’s why you need to have a good strategy in place to guarantee a good hiring experience for all candidates even if the job opening responds to an emergency.
Why you need both talent acquisition and talent recruitment
In a certain sense, talent singapore lead recruitment is more reactive, while talent acquisition is more proactive. The former is all about quickly responding to an unexpected opening in your team, while the latter is all about designing a strategy about hiring that supports your growth and better aligns with your long-term objectives.
