Talent acquisition is the process of sourcing and screening applicants in an organization. Even though talent acquisition and recruiting strive for a similar goal – to attract talent, they are very different. Recruiting ends when a person is hired and onboarded, but talent acquisition doesn’t end there. It sculpts and takes care of employees so that they can reach their maximum potential.
It ensures that A-players are taken care of and are comfortable enough to stay with the company and make it better. In fact, one of the main goals of talent acquisition is imprinting the company’s brand and culture on employees.
By intertwining the company’s goals with the employee’s career aspirations, the employees get a dynamic space to prosper and showcase their talent in exchange for a positive work environment.
Recruiters, head hunters, HR experts, and hiring managers are the powerhouse roles that form the whole body of talent acquisition.
Hence, talent acquisition includes finding talent, interviewing, thoroughly checking references, hiring and onboarding, and redirecting talent to training if necessary.
Or put simply, hiring top talent and ensuring that quality employees are happy with the company.
In talent acquisition, the recruiters are the star players. They have the lead role. A company without a resourceful recruiting team has low chances of excelling in the targeted market.
On the other hand, keeping the talent motivated and overall satisfied with their role in the organization is also very important. That is a job that falls under the talent acquisition cap.
In short, talent acquisition has a far broader range of responsibilities than recruiting.
In a way, they are intertwined and complement each other by forming an alliance that strives to secure cohesive, top-performing teams.
Talent acquisition always focuses on A-players.
They are the most difficult to obtain. Every innovative company with a good talent acquisition team makes a great effort to keep their A-players in-house.
That’s why it’s so hard to convince an excellent employee to transition to another firm.
However, if you pair talent acquisition with a sound hiring strategy, the result is a streamline of top players from the industry to the company’s pipeline.
Talent acquisition has to adopt a marketing approach to work up a strategy that can deliver the best talent. This technique is based on nurturing relationships.
Sourcing the top players in an industry needs a lot of time and effort. It is not a one-time thing or a quick fix. On the contrary, recourses and time are needed in order to hire the right people.
Some tips can streamline the whole process. If implemented correctly, the talent recruiter can build the company’s brand and make an impression on possible hires.
For a company to thrive, it must use all available recourses to attract employees that will drive the organization to be the best in the industry.
|Shortlister Public Site
|Who can Access Shortlister?||Versions of the Shortlister app are available for employers and benefits consultants to access detailed information on service providers and issue RFPs.||Anyone can access the basic vendor data listed on the Shortlister public site, free of charge.|
|Do employer & consultant users pay to access Shortlister?||Yes – There is a monthly subscription fee||No – Shortlister's public site has tens of thousands of visitors per month that are researching vendors. They do not pay to access this basic vendor data.|
|Do service providers pay to be listed?||No – Service providers can enroll on the Shortlister app for free.||No – Service Providers do not pay to be listed on the Shortlister public site.|
|Can service providers pay to improve their position?||No – The Shortlister app's matching algorithm is completely neutral & unbiased. It matches employer & consultant users with service providers based on how closely the buyers requirements match the service provider's capabilities.||Yes – ONLY on Shortlister's public site. Service providers can bid to show up higher on listing pages. This is how Shortlister is compensated for the substantial effort it takes to curate this pages and vet vendor data.|
|What if a service provider doesn't pay Shortlister?||Nothing – Service providers don't pay a fee to participate on the Shortlister app and are matched based on how well their capabilities align with a buyer's demographics and needs.||Service providers will still be listed on the pages for the services they provide, they will just be listed below those that have bid to list higher on that particular product page.|
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|Who provides reviews of service providers?||Reviews on Shortlister's app are collected from employers and consultants. Service providers are also able to collect reviews from their customers, once they are validated by Shortlister. When a user is logged into the Shortlister app, they can clearly see the source of the review.||Public site reviews are an aggregation of employer, consultant and provider-collected reviews. There is no way for public site visitors to differentiate the source of the review.|
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