 Re: TALENT ACQUISITION
Hello
The biggest constraint to pursuing growth anywhere is lack of talent availability.
Getting the talent and retaining them is a major challenge for all organizations today. It is almost equivalent to acquiring a customer and retaining the customer throughout. It is becoming intensely competitive.
Customer Acquisition and Talent Acquisition
Customer acquisition describes overall strategic process around identifying market segments, market sectors, targeting client prospects, running direct campaigns, selling and receiving the order. Talent acquisition involves all the sub processes around finding, attracting and engaging highly talented individuals into your organization.
How is this different from “plain vanilla” recruitment?
Talent acquisition is part of a broader strategic approach in the quest to gain and sustain a competitive advantage. Other aspects include talent development and retention which are primarily inward facing, whilst the former is outward looking.
Traditional recruitment or “vanilla recruitment” occurs when a vacancy arises when an individual resigns or retires or promoted. Panic sets in, if no suitable internal candidate is found. The organizations recruit under pressure. Compromised are made “under the bus syndrome”
Talent acquisition is to get away from the “fill in the box” thinking to one that is more pro-active and much closer to building the skill sets required to achieve success.
Traditional recruitment is filling open positions.
Talent acquisition takes a long term view of not only filling positions of today, but also identify talents for future openings
These future positions may be identifiable by looking at the succession management plan or by analyzing the attrition.
In highly advanced talent acquisition process, organizations recruit today for positions that do not even exist today but are expected to become available in the future.
This is the basic difference in the concept. If you are very clear on this, then we can address issues on Approaches.
Siva 
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T.Sivasankaran
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