Recruitment Vs. Talent Acquisition - WalkWater Talent Advisors

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When you want to hire employees for your company,
do you want to recruit, or do you want to go
with talent acquisition? Come to think of it,
recruitment also means hiring, and talent
acquisition also means hiring. So then, what
difference does it make whether you want to
recruit or acquire talent?
As a layman, one would consider recruitment and
talent acquisition synonymous. But,
professionals and companies know the crucial
difference between the two. Looking at the
long-range view of a business, recruitment is a
short-term fix, while talent acquisition is a
long-term plan. Why we say so, well help you
know in detail below. Recruitment vs. talent
acquisition Recruitment is about filling
vacancies in a company by understanding what
skills are required, and matching them to the
skills in the resumes of job-seeking candidates.
When the skill sets match, the suitable
candidates are sent for an interview to the
employer, who then selects the most fitting
candidate for the job. Talent acquisition, on the
other hand, is a strategy that helps find leaders
and executives for a company. It focuses on
long-term human resources planning and finding
appropriate candidates for positions that require
a very specific skill set. Talent acquisition is
thus more focused on the strategic side of
tougher positions
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to fill, requiring three to six months to plan,
which is why talent acquisition professionals
need to be approached a few months ahead of when
you need to fill leadership and specialty
positions. It could be difficult to recruit for
such senior positions in short turn
around. Should you recruit or acquire? Every
company can recruit to fulfill their immediate
vacancies, but senior level candidates should
always be acquired. Employers must identify the
positions in their company that will be
difficult to fill when a vacancy or need arises
some of them being CEOs, managers, leaders, and
roles requiring technological skills, all
calling for a thoughtful long-term talent
acquisition approach. Also, many markets are
changing, requiring new skills with changing
times. There could be greater needs for
reskilling where the competition for particular
talent is fierce. Such markets and industries
also need a talent acquisition strategy in place
to anticipate these requirements. Having a
passive talent pool ready can save on time and
give one a leg up on their competition. The
competition for top talent is always continually
heating up, skill shortages being part of the
fuel. Industries should thus focus on talent
acquisition rather than recruitment, because
acquisition builds a stronger workforce, fosters
teamwork, and boosts productivity, thus enhancing
the reputation of the brand. So, how do you move
beyond recruitment to acquire top talent?
Remember, attracting the best and brightest
employees to your company isnt a one-time-only
task. It is a continuous process of networking
and building relationships with the top talent
in your niche. You could use recruitment to fill
up immediate vacancies, but for anything
important, you must opt for a long-term talent
acquisition strategy to make hiring more
efficient and more productive. The best way is to
partner with leading talent acquisition
companies in India, one like WalkWater Talent
Advisors, who are experts in the trade, having
the caliber to attract both newcomers as well as
working professionals towards your company by
building a grand image about your brand, thus
proving it to be a great place to work at.