Learn what is talent acquisition, its importance, the different talent acquisition strategies, and much more. The right talent acquisition software can make acquiring talent easier. This means that talent acquisition is one of the HR Centers of Excellence , which is a specific unit that is specialized in talent acquisition. Most people outside HR departments find it challenging to draw a clear difference between these two, talent acquisition VS recruitment.

• You might mention your flexible remote policy and other work-life balance perks, or your company’s emphasis on growth opportunities.
• While one business may need to double its workforce to meet growing demand, another could require specific expertise to expand abroad.
• Creating a streamlined workflow that results in the best new hires available helps build the business you want.
• While your hire may be perfect for your immediate vacancy, their skill set may not align with your company’s long-term plan for growth and overall vision.
• The list of candidates of this manager is probably not working for your organization.

Talent acquisition teams are also responsible for developing employer branding and communicating that brand to potential candidates. Branding should clearly give candidates an understanding of your company culture, its reputation, key differentiators between competitors, and its products Talent Acquisition Specialist job and services. Identifying the SoH of top-performing employees can help to focus recruiting on the most productive sources, such as passive candidates, employee referrals and job boards. Often, an applicant tracking system is the best place to track and analyze SoH information.

Talent acquisition vs. recruitment

Support your new starters with adequate training, set up introductions with other colleagues and make yourself available for any questions they may have to make them feel comfortable. Poor onboarding can let down the entire talent acquisition process and may even lead to the candidate quitting. Building a strong employer brand is one of the best ways to attract talent to your business. First, think about the image you’re presenting to future candidates. There are six key steps to the talent acquisition process, taking candidates from lead generation to onboarding.

Certification is an independent verification of your healthy, engaged culture and employee experience. A well-designed employee referral program can also save you time, reduce the cost per hire, and improve engagement among https://wizardsdev.com/ current employees. When employees are encouraged to participate in the hiring process, they feel valued and engaged in the organization’s success. Even how your job description is written conveys your employer brand.

Final Selections

This ability to see beyond words is an especially useful tool during interviews. A glance through job portals is always helpful when trying to understand the traits and skills required to perform a specific role. As your business evolves, you need to continuously assess the needs of your organization and bring on new talent with the right skills to move your company forward. According to SHRM’s latest survey, the average time required to fill an open job position is about 41 days. Knowing key recruiting metrics helps you track metrics like time-to-fill, time-to-hire, and job acceptance rate, helping recruiters make data-driven decisions. Ensure your company’s website, culture, and social media profiles appeal to your candidates.

Generally, when developing a talent acquisition strategy, it is relevant to determine your dominant strategy. It is called dominant as it implies that you can use other options as well. In general, we see three dominant talent acquisition strategies, called Make, Buy, or Steal .

Find appropriate candidates for niche positions

Organizations should then align the brand image with business goals and have it reflected in the recruiting process. Many hiring managers skip this step, but checking a candidate’s references can solidify your gut feeling about a candidate’s fit. Validate your choice by checking references to see if there are any final concerns or impressions you may have missed. If the reference agrees the candidate has the character and qualifications you’re looking for, you’re set to start making offers.

This group of potential employees came of age with the internet and social media. In researching your business, these individuals look at social media accounts, websites, and job boards to understand your work culture. While it is true that empathy is an innate ability to become a successful talent acquisition specialist for the future, it must be developed along with social skills. We live in a world where computers, AI, and algorithms surpass us in all our abilities that can be measured by IQ tests. When it comes to emotional intelligence, however, technology still has a bit of catch-up to play. The job description and skill requirements above point out the key skills required for a talent acquisition specialist to succeed in their role.

Talent Acquisition and Candidate Journey

Niche skills, highly-specific experience, tech or engineering jobs, and senior leadership all fall into positions that can take 3-6 months or longer to fill. Hiring just the right person for the job, or building an entire team on short notice, are much easier with some forward thinking. Although hiring and onboarding doesn’t necessarily fall under the responsibilities of the talent acquisition team, it’s certainly the last and final step of hiring top talent. Note thata strong onboarding processcan make or break a new employee relationship, so prepare for and streamline this process as much as possible before your new employee starts.

Once candidates flow in through the various sourcing channels, the next step for the talent acquisition team is to screen those candidates for skills, attitude, experience, etc. An applicant tracking software helps in carrying this whole process swiftly. As an organization grows, its priorities change, and its hiring strategies must adapt accordingly. However, many organizations plan and create long-term approaches that help set future hiring standards. A talent acquisition specialist helps create such a strategy by researching the organization’s nature and culture. They use their insights into creating a strong candidate pipeline that helps create better job descriptions and selection procedures.

Understanding the Talent Acquisition Process

Mismatched expectations should be addressed, both with the candidate but also when it happens more often in a structured way. It could be that communication is unclear, or things are promised by recruiters that managers are unaware of. The fact that talent acquisition is more strategic than recruitment, is also reflected in the difference between a talent acquisition specialist and a recruiter. Oftentimes, they are involved in the same operational activities.