Recruitment is made of a multitude of mechanisms, each having an essential function that ensures that you can accomplish your recruiting goals. Talent acquisition is one of those methods, and it requires the united work of recruiters, hiring managers, and HR professionals. But what is talent acquisition?
Talent acquisition (TA) represents efforts to find the most compatible candidate for the job position. It usually falls under the human resources (HR) field or umbrella, and the process contains five steps. The principal phases of TA are sourcing, attracting, interviewing, recruiting, and conducting employee onboarding.
There is a team of skilled employees behind talent acquisition, and they combine their knowledge and expertise to identify and acquire talents whose abilities and vision align with the organizational needs. Besides finding the best match, their goals are also to identify gaps within a company and fill those vacancies while being economical with time and finances.
Vital elements of talent acquisition are creating a sourcing strategy, handling candidate assessment, and taking care of compliance and recruiting standards. Thus, talent acquisition team members need to be aware of employment branding practices and having insights into corporate recruiting initiatives.
What makes a good member of Talent Acquisition team?
The team mostly relies on recruiters and their expertise, but not everyone can be a well-performing TA member. The recruiters participating in the talent acquisition process must have exquisite soft skills and be a people person. They should be comfortable with persons of different backgrounds to be able to recognize marvelous and matching talents. Hence, they should nourish and maintain relationships, and those across the workplace and different industries matter the most.
Persons who find this role pleasant are also those who can think out of the box and see the big picture. That ability allows them to comprehend what their organization needs on all levels. They are knowledgeable about the methods they need to reach those insights, and they know how to perform them. By identifying the companys needs, they know what to seek and how to answer to those requirements.
Although its not a requirement, its recommendable or at least helpful to have a background in sales because their ultimate objective is to sell jobs to the best talents. Besides, they also need to sell those job applicants to the stakeholders.
There is another nice-to-have quality that can help recruiters achieve the highest levels of performance within a TA team. These recruiters should have the capacity to think like hunters because they need to scavenge on the highest quality talents and be unstoppable in their hunt.
Whats the difference between Talent Acquisition and Recruiting?
Most people outside HR departments find it challenging to draw a clear difference between these two. After all, they have the same goal to place people in open vacancies. Despite the overlaps, the difference is sharper than people usually assume.
Hiring managers focus on addressing the short-term needs of the organization, and they fill open positions. That means that the goal of job recruiting is temporary work requirements. On the other side, talent acquisition teams concentrate on long-term HR planning. For that, they have to develop and use an ongoing strategy that allows them to identify talents that can have a crucial role in the future success of the organization. Therefore, they determine specialists, leaders, and CEOs that require extensive and specialized training, which is a high responsibility task.
Into the Talent Acquisition Process
If the difference between TA and job recruiting lies within the strategic side, what makes its process unique? The steps are not drastically different compared to job recruiting, and they can last for several months. These are the phases of talent acquisition.
1. LEAD GENERATION
The process starts with a compelling job advert and detecting all the places where specialists in a particular industry gather. Hence, TA team members need to target suitable social networks, industry conferences, and events, communities, and forums. Thats where they can reach fitting talents and grow connections. By doing so, they are generating a talent pool and candidate pipeline of top-notch candidates.
2. ATTRACTION AND RECRUITING
Developing a strong organization brand and culture and promoting it are the main components of attraction and retention. Thus, they need to ensure an engaging candidate experience and keep in touch with those who might not be a fit at the moment but can be perfect in the future.
3. INTERVIEW AND ASSESSMENT
Its essential to determine prerequisite skills and qualities, but also the principal indicators of a successful performance. The next step is to build interview questions around these insights or use alternative tools of candidate assessment, such as skills test or a demonstrated pitch.
4. REFERENCES CHECK
Although many recruiters skip this step, it can be helpful to check whether there are any concerns or novel impressions.
5. FINAL SELECTION
The essential step is to evaluate the candidates and select the best one. Many use tracking or evaluative software for this phase to alleviate the process from time-consuming activities.
6. HIRING AND ONBOARDING
These two practices are often done by someone else, but they are the climax of recruiting the best candidates. Its crucial to provide new employees with seamless onboarding because that can have a direct effect on retention rates.
Top Talent Acquisition Strategies
Every activity that has a goal to obtain the best results demands a good strategy. These are the top four talent acquisition strategies.
1. HARMONY WITH BUSINESS GOALS
Its crucial to consider and determine business goals for the next five (or even one) years and to tailor the strategy to those requirements.
2. KILLER MARKETING CAMPAIGN
Promotion and marketing are inevitable elements of any hiring process, and TA is no different. Therefore, TA teams need to use their data and insights to interact with the candidates and present their companys culture to attract job applicants.
3. OUTREACH EXPANSION STRATEGY
Recruiters need to determine where they can find their perfect candidates and identify diverse methods of outreach. For example, specialized job boards, fitting networking events, or academic programs.
4. EMPLOYER BRANDING
How an organization presents their unique selling proposition and brand will have a great impact on reaching and retaining remarkable candidates.