Talent acquisition identifies, recruits, and retains the right talent to match a company’s strategic goals. HRs use different recruitment strategies and tools and work with team managers to identify, attract, and acquire the best talent.
Talent acquisition is discovering and attracting the right qualified talent for engagement within a business or organization. Talent acquisition teams’ roles can vary widely. They may include exploring and identifying prospects, screening them, verifying their credentials, which includes checking their qualifications and skills, prepping them for the company culture, conditioning them to take on the role, and then onboarding.
The difference between recruitment and talent acquisition is that recruitment focuses on finding candidates, whereas talent acquisition focuses on building a talent brand.
A recruiting team’s job involves sourcing, screening, and selecting candidates using tools such as job boards, social media, and career fairs. Further, they will be held accountable for passively sourcing candidates. Talent acquisition crafts an employer brand and sells it, pulling in the potential applicant.
The talent acquisition teams are responsible for employer branding and planning the resources for new joiners. The team diversifies the current company’s talent pool and develops a candidate pipeline that helps ease onboarding.
Note that talent acquisition has to be done in a posture of a specific position. Steps in the talent acquisition process do not cut across. The steps involved in hiring an employee include
Talent acquisition tools are the tools used to engage talents and other stakeholders of the talent acquisition team. Talent acquisition tools are typically used to access talents through social media, job portals, and other recruitment websites.
It may become tiresome for talent acquisition managers or recruiters to create and process forms or onboard independently. These tools may help talent acquisition teams easily monitor all the talents they have ever engaged with, from building a relationship with them to hiring them and holding them accountable for their actions.
It is very essential to have a recruitment team that can help you with the different stages of talent acquisition.
These goals should be considered before settling on a recruitment agency to work with.
1. To attract the best talent, companies must ensure that their recruiting efforts are targeted so that they get the quality of people they want. A good recruitment company can help identify the market and potential candidates. They will also help formulate strategies that will attract potential candidates through social media and networking events.
2. A good hiring brand image is Another essential thing for any company. Present-day aspirant employees want to work for organizations they feel have some identity and work towards certain principles or values. A good recruitment agency will help develop such a brand image and preserve your organization’s reputation in the marketplace.
3. To ensure that employees are hired through a rewarding process, companies ought to work with a recruitment agency that will help them develop a seamless onboarding process. This entails helping candidates understand what working at the company will be like.
No. While talent acquisition is a part of HR, wherein they deal with sourcing candidates and onboarding them, HR has a wider role in a company, which can include payroll and employee engagement.
Talent acquisition specialists ensure that they source good candidates and onboard them for the company. Their role includes helping the company find the right talent for the required roles.
With AI’s exciting growth in the industry, it has become incredibly challenging for HRs to keep up with the growing business needs. However, no matter how much AI automates the hiring process with ATS, there will always be a need for talent acquisition specialists.
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