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You may have come across the words “talent acquisition” and “recruiting” and perhaps wondered if they’re the same thing or not? Or even perhaps wondered what they both mean in the first instance! We are going to unpick this a little for you.
Firstly, both goals are similar and in many ways, they work towards the same end:
Placing people in jobs that are available.
Recruiting is a reactive, short-term activity to address staffing capacity needs. Talent Acquisition is an overall business and HR strategy that spans employer branding, recruitment marketing, candidate experience, talent development, to meet your organisation’s long-term goals.
It is vitally important and also fairly challenging, to acquire and retain talent in the current labour market, and the current reactive recruitment advertising model does not give us the results we need as a network and sector. To succeed in the current workforce challenges, you need a sustainable, ethical, and profitable talent acquisition strategy at the core of your business.
Why is TA so significant?
Competition! Spending only on recruitment ads, ever-bigger joining bonuses, perks, and hourly wages leaves you vulnerable to losing out to competitors with bigger budgets, such as the NHS, care homes, and retail stores.
Tips for Talent Acquisition
Candidate Experience
Consider everything from easy application, pre-interview communications, and actual interview experience. To build interest and develop a good hiring reputation, you must send positive signals to candidates throughout the recruitment process.
Diversity
An inclusive and successful company that uses a diverse recruitment policy gains huge advantage. Employees from different backgrounds, cultures, ethnicities, and demographics contribute enormously to the success of the company.
Consider your approach with leavers
It might seem counterintuitive to care for those leaving your organisation, but by treating them positively, you’re converting them into ambassadors. Firstly, it boosts your image as it’s a review from a former employee. Secondly, it might inspire them to return in the future, as it’s a positive review from first-hand experience.
Thirdly, it might motivate them to refer your business to others in their network. Not all exits must be negative.
Keep the recruitment process as simple as you can
You want to make the candidate feel valued, which is exactly the opposite of how you want them to feel when you copy and paste messages during the application process. It’s more time consuming to write personalised emails but adding personality and good communication to the process is an absolute must when pursuing great talent.
We hope this has been helpful in clarifying some of the areas of this topic. Having the knowledge and people in place will help with building long – term success with a strong, valued and passionate team.
