What is Talent Acquisition?

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.

Talent Acquisition vs. Recruiting

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 Strategy

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.   

What is the Process of Talent Acquisition?

  • Building a sound and sustainable company brand
  • Expanding outreach strategies
  • Doing thorough background research for prospective candidates
  • Interviewing
  • Onboarding
  • Participating in succession planning
  • Making sure that talent gets proper training
  • Constantly supervising and nurturing hires

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.   

Talent Acquisition Tips

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.  

  • Create a strong company brand. Ensure that the company’s website, community, and social media accounts are appealing to both customers and future employees. According to LinkedIn, before applying for a position, 75% of candidates will research the company. This’s why it’s essential to invest in marketing on social media and find a way to present the company to a broader audience.    
  • Job posts should be as specific as possible. They should be detailed, describing the ideal candidate in specifics. Also, according to a recent study, job postings that include visual elements are more appealing to 51% of applicantsThis increases the company’s chances of finding suitable candidates.   
  • Expand the company’s outreach. The company should use specialized job boards, networking events, and academic programs instead of general-purpose job sites. Teams should concentrate on building relationships with the top talent there. This will raise awareness of the company’s brand among potential candidates, making it easier to recruit new employees in the future.   
  • To boost acquisition, use data analytics. Companies can view talent acquisition as a marketing campaign. Delivering a positive candidate experience is just as critical as convincing customers to purchase available products or services. Data analytics will show where the company’s top talent comes from. Overall, data analytics can ensure the job descriptions and career pages attract suitable candidates.   
  • Utilize the technology. A good applicant tracking system or a designated talent acquisition software can do wonders about sourcing top performers 

Conclusion

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.