Talent acquisition and recruitment are two different things. It’s important to know the difference between talent acquisition vs recruitment because one is used for finding talent, while the other is for filling positions. This article will discuss talent acquisition vs recruitment in detail so you can decide which process is best for your business.
Talent recruiting has become increasingly essential in light of the COVID-19, which has seen the job market fluctuate drastically, and the entire talent acquisition process has shifted in order to meet businesses evolving needs and demands. This is why both employers and employees need to understand talent acquisition vs recruitment before deciding on a plan of action.
Talent acquisition is the process of finding talent to fill roles in your company. It could be talent for full-time, part-time or contract positions depending on what type of business you have and how many employees are needed. The talent acquisition team will review resumes sent through an applicant tracking system (ATS). After filtering out unqualified candidates, talent acquisition will contact suitable talent for an interview.
After talent has been successfully hired, the talent acquisition team is responsible for orienting new employees and training them on necessary skills or processes to do their job efficiently. This process ensures that you are able to bring talented individuals into your business who can contribute right away rather than having to wait months before talent can be fully productive.
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The advantage talent acquisition has over recruitment is that talent acquisition can happen immediately. A talent acquisition team has the ability to find qualified talent for any position at any time and attract a diverse pool of candidates. In contrast, recruitment is often not as quick because there are specific hiring deadlines that must be met.
Recruitment, on the other hand, is a talent search that targets certain demographics or those with specific skills to fill open positions within your business. Recruiters will use different channels such as social media and job boards to find talent for available roles in their organization. The recruiter may ask talent they’ve found to fill out an application.
After talent has been identified, the recruiter will reach out to talent and schedule interviews for hiring managers or department heads within your business so they can decide if talent is a good fit for their team. After all candidates have been interviewed, the recruiter will follow up with talent that was not hired to see if there’s an opening for talent somewhere else in your business.
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Recruitment can be used to secure talent for any industry and be a much more cost-effective way of hiring new members of staff for your business. Recruitment can also be used when hiring talent with specific skills or backgrounds that are necessary to fill an open role within your company.
Each website in the Embracing Future Potential network feature specialist jobs boards that are specifically tailored for a variety of underrepresented or young jobseekers. Both recruiters and talent acquisition partners can use them to help attract candidates to their roles and showcase their opportunities to a range of candidates. To find out more, visit our dedicated services page.