We are launching our New Talent Challenges Series with this article, which will explore the extra challenges organisations face when it comes to recruitment in the current climate, in the wake of the pandemic.
Recruiting new employees is the aim of any talent acquisition or recruitment strategy. It is important for any organisation to recognise the subtle difference between these two approaches in order to attract the most suitable candidates.
It is essential to have a carefully constructed plan in order to secure the best results when recruiting new staff. Financial considerations should not be overlooked, even when they are as subtle as in this case, which is why we thought it would be beneficial to outline the definitions of talent acquisition and talent recruiting, and their respective roles in the hiring process.
Exactly what does “talent acquisition” entail?
Talent acquisition is an integral part of ensuring that the organisation retains a focus on the overall goal, whilst simultaneously recruiting new team members. Consequently, it is not just about filling vacant roles, but is also about optimising the recruitment process to ensure employee satisfaction and retention.
Talent acquisition involves sourcing suitable candidates, carrying out interviews, and onboarding new staff, as well as providing ongoing opportunities for internal development to foster loyalty to the organisation.
Talent acquisition is essential for the development of a strong employer brand. It is the process of advertising your organisation to potential employees and providing them with the opportunity to join and progress their careers. Talent acquisition covers activities such as recruiting top talent, retaining them and providing them with career advancement opportunities.
What does “talent recruiting” include, exactly?
In order to ensure roles are filled in a timely manner, engaging in talent recruitment is essential. Recruitment differs from talent acquisition in that it is triggered when a position becomes available, usually due to an employee leaving or business expansion. Therefore, a speedy approach is usually favoured over long-term objectives as the organisation cannot risk leaving positions unfilled for too long.
Talent recruitment can be difficult, as it is often driven by immediate needs, meaning there may be a lack of suitable candidates in a timely manner. This can lead to the wrong people being hired due to the pressure to fill a position quickly, highlighting the importance of striking a balance between speed and accuracy when sourcing top talent.
Regardless of how excellent an employer you are, there may come a time when you need to actively recruit new talent. Even if the vacancy is in response to an urgent situation, it is still essential to have a clear strategy in place to ensure a positive experience for all job applicants.
The importance of acquiring and recruiting top talent and why you need both
Talent acquisition is a more proactive approach than recruiting, which is typically a reaction to an unexpected vacancy. Talent acquisition focuses on filling a position quickly and efficiently, whereas recruiting involves developing and implementing a plan that supports the company’s growth and objectives.
Talent acquisition and talent recruiting both have their place in an effective recruitment strategy. Talent acquisition focuses on long-term planning, while talent recruiting is more reactive, allowing an organisation to respond quickly to changing circumstances. Combining both approaches allows a company to cast a wide net and maximise their chances of sourcing the best talent.
It is beneficial to have an extensive talent acquisition plan to ensure that recruitment efforts for urgent positions are well-directed. Such a plan will anticipate and prepare for any potential recruitment crises, ensuring that the company’s response is in keeping with their overall approach to recruitment.
Recruiting talent may be the only option at times, even when the most comprehensive talent acquisition plan is in place. For instance, if a key manager suddenly leaves the company during a critical project, or if the company experiences a financial shortfall and needs to act quickly to save a failing project, then recruitment may be the most suitable solution.
Following the epidemic, it has become increasingly common to see workers reconsidering traditional workplace benefits, balancing family life with professional development, and even transitioning into entirely new industries.
Luckily, technology is here to help.
At Works, we have developed Staffing HeroTM, an AI-powered tool for creating teams quickly and efficiently. This technology is invaluable in allowing us to quickly assemble highly specialized teams for both internal and external projects.
By exploring our current talent pool, we can gain insight into the conditions that are most conducive to their performance. We can then make the most of their skills by assigning them to projects where they will be best utilised, which will be beneficial to both the project leads and those whose skills are being used, whether they are external clients or internal teams.
Staffing HeroTM can help us quickly build teams and fill specific roles, but it also provides us with data-driven insights to help us improve our recruitment procedures and enhance job seekers’ and staff members’ satisfaction.
This case highlights the importance of combining strategy and technology to achieve the best possible results. Modern day talent acquisition and recruitment strategies rely on advanced technological frameworks. Utilising Artificial Intelligence (AI) and Big Data applications could prove beneficial when it comes to making informed decisions when hiring, both for long-term plans or unexpected situations.
Utilising specialised software such as Staffing HeroTM can help to facilitate more effective tactics to recruit top talent and enhance your company’s reputation as an employer. This can provide benefits in both short-term recruitment and long-term talent acquisition initiatives, improving your attractiveness to prospective employees and those already in your employ.
It is important to understand the subtle differences between talent acquisition and talent recruiting. By having two distinct strategies for each, you can make the most of the opportunities available and ensure your recruitment processes are successful in the post-pandemic business landscape.
