The difference between recruitment and talent acquisition will be discussed in this article. First, talent acquisition is a cyclical process involving identifying the organization’s right people. It also has a more strategic, cost-effective approach. The second significant difference is that recruitment has a limited effect on the organization. The third is the role of the organization’s internal communications.
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It’s a cyclical process.
Full life-cycle recruitment involves the whole hiring process, from digital workplace sourcing to selection to onboarding. Each phase is critical to ensuring that the company can hire the right employee. The sourcing phase is the first step in the process and focuses on identifying qualified candidates. Screening begins with reviewing applications to determine if the candidate has the skills and experience necessary for the job. Then, if the candidate impresses on the screen, they are moved on to a telephone interview. Finally, if they impress during the telephone interview, they are shortlisted for a face-to-face interview.
The second phase of the hiring process is the negotiation phase. This is an essential part of the recruitment process and should be done as early in the process as possible. It involves calling references and conducting a background check. During this step, a candidate is given an offer for the job, and negotiations ensue. First, they will be officially screened and background checked if they are selected. They will then be given the job offer, which may be contingent on the successful negotiation process.
It’s more strategic
Recruiting is an art that requires practice, execution, learning, and results. You can’t just start advertising your job openings and hope you will come your way. Instead, you must consistently practice and execute your recruiting strategies and develop your recruiting funnel over time. Then, you’ll be able to generate more qualified leads. The result will be a better candidate pool, and you will have more time to devote to recruiting.
It’s more cost-effective.
While recruitment and hiring are essential, talent acquisition costs can be lessened by specific strategies. For example, talent acquisition can involve signing up freelancers or existing employees on an exclusive basis to work for the company. Once these professionals are signed up, they cannot work for competitors. Other methods for talent acquisition include approaching these individuals and convincing them to join. Other techniques involve leveraging the social networks of current employees.
Recruiting costs are high, especially when hiring from outside organizations. Not only do you pay for a staff member to search, but you also spend money on a job ad, platform fees, travel costs, and increased time. According to a recent study by the Saratoga Institute, the average cost of hiring an employee from outside a company is 1.7 times higher than hiring an employee internally. Furthermore, it is estimated that between 40 and 60% of external hires don’t succeed, while only 25% succeed inside the company.
It involves employer branding.
Employer branding is essential to attract and retain quality employees. Attracting and having the right staff is critical because it reduces the costs of recruiting, training, and socializing.
Ensure the CEO is involved. The CEO is critical to company culture and employer branding. Recruiting has changed dramatically over the years, so company leaders should be a part of the conversation. In addition, recruiters can use the support of employees to build a brand. Brand advocates are employees who talk positively about the company and spread its content to other candidates. This will boost your employer’s brand and reputation and help you attract top talent. However, if you do not have the time to create a company brand, you may be wasting your money.