Recruitment vs. Talent Acquisition: 5 Differences

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The terms recruitment and talent acquisition are often thought of as one in the same, however, this is not the case. While both terms broadly cover the concept of hiring employees, there are some important differences to note. Here are 5 differences between recruitment and talent acquisition.

Strategizing

Strategizing is key to both recruitment and talent acquisition, yet, there is far less strategy involved in recruiting. Typically, recruiting is used to fill recent vacancies at the workplace, whereas talent acquisition focuses on creating a pipeline of prospects. Therefore, during talent acquisition companies must formulate a strategy to find and maintain a group of potential employees.

Workforce Segmentation

For talent acquisition to be a success, you must understand every facet of the business, and what each one of these segments does within the company. This entails knowing the skills that are required by each employee for them to complete their job. In large businesses, this could involve being familiar with dozens of positions. This is far different from recruiting, where you only need to know the skills that are necessary to be successful in a single position.

Employer Branding

Branding your company properly can go a long way in the talent acquisition process. A company needs to focus on creating a brand that will attract potential candidates. To establish a positive image and become a reputable business you must ensure that the products or services that are being offered are superior to that of the competition. By having premium products the top candidates will be more apt to seek a position with the company rather than looking elsewhere. Recruiting, on the other hand, depends much less on the image of the company, as those being hired are less concerned with quality, and instead, are primarily focused on finding a job.

Employer Relations

Talent acquisition often involves locating potential employees from all over the world, instead of focusing only on hiring those within the vicinity of the business. This involves forming and maintaining relationships with prospective hires, even though there is a chance that they will never actually be hired on with the company. With recruiting any contact with a potential hire is done with the assumption that if the opportunity to become an employee is presented to them, they will most likely accept.

Metrics and Analytics

Data is a vital tool in implementing and honing the talent acquisition process. It is important to gather and analyze as much information as possible, as this can help to show areas that need to be improved upon and those that are proving to be successful. Talent acquisition requires a continual assessment to ensure that the company is making the most of their efforts. This concept is far different from the recruitment process where there is less need to rely on data, as the hires are on-boarded very quickly, and fostering relationships in not such a priority.

In Summary

Both talent acquisition and recruitment can be efficient methods in finding potential candidates, but there are some differences to note. Always keep in mind that acquiring talent is a much more in-depth process, that involves creating relationships with candidates regardless of whether they will be hired in the end, whereas recruitment is an expedited process that does not require much investment in time or resources. To find the best talent always make sure that your brand is well-established with aspects that will attract the interests of candidates. Furthermore, it is necessary to analyze all relative information regarding talent acquisition to determine whether the current methods are finding success. When deciding whether talent acquisition or recruitment is better for your company, consider these 5 primary differences.

With a background in Marketing, Jane Bolto currently works as a Content Specialist at Nybizdb.com. Always willing to share her passion for new marketing strategies.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.