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Dear All
What is the difference between recruitment and talent acquisition.
As this is a question I am really confuse upon.
Kindly provide ur valuable replies to resolve my query on this.
Awaiting for your response.
With Regards
Sujeet S Rajawat

From Nigeria, Lagos

Hi Sujeet,
Don't wonder as to why I inserted a smiley there.
You must have heard that, to attract people we sugar coat certain set of things before presenting to the mass.
It is just the same with Recruitment and Talent Acquisition.
Both means the same. But conventionally recruitment is used or has been used for mass recruitment, like for armed forces, govt. jobs, etc.
But when you associate with big organizations or companies, this term (Recruitment) has been transformed to Talent Acquisition, by which they mean, that they just don't hire a person, but they acquire a talent as we acquire assets.
It just means that people are vital and most integral part for the development of the organization.
Also, as they are Talent which has acquired, so they will be valued and will be well taken care by the organization.
I hope you got cleared of your confusion now.

From Canada, Calgary

Dear Vidya

Thanks for high valued Reply...

I am also doing some study in understanding this subject of difference between Recruitment and Talent Acquisition.

As per the analysis and research I made till now, what I concluded about the subject is :

"What's the difference between 'Recruiting' and 'Strategic Talent Acquisition'?"

The easy part of the answer is to define "recruiting". It is nothing more than filling open positions. It is an entirely tactical event.

The more complex part of the answer is the definition of "Strategic Talent Acquisition".

Strategic Talent Acquisition takes a long-term view of not only filling positions today, but also using the candidates that come out of a recruiting campaign as a means to fill similar positions in the future.

These future positions may be identifiable today by looking at the succession management plan, or by analyzing the history of attrition for certain positions. This makes it easy to predict that specific openings will occur at a pre-determined period in time.

In the most enlightened cases of Strategic Talent Acquisition, clients will recruit today for positions that do not even exist today but are expected to become available in the future.

Taking the long term strategic approach to talent acquisition has a huge impact on how an approach is made to a candidate. If the approach is purely tactical in nature, all we ask of the prospective candidate is "are you qualified and interested?"

However, if the approach is more strategic in nature, the intent of the call is to go much further, and the conversation becomes more relationship building. The candidate has an opportunity to explain his/her future career aspirations, and the recruiter gathers enough information to determine if there is a potential fit in the client organization. If during a strategic recruiting call the candidate declares that they are both qualified and interested, then the tactical nature of the call has been automatically fulfilled. If, however, the candidate lacks sufficient experience, or the timing for a career move is not propitious, then they become candidates for the future, and all the recruiter has to do is keep in touch until either they become available, or a position with the client organization opens up.

Most of the money spent on Strategic Talent Acquisition would have been spent in a tactical recruiting mandate anyway. The only additional cost is in collecting data on high-potential candidates and then keeping in touch with them until hire is made. The additional cost becomes insignificant compared to the value of hiring top competitive talent over time.

Strategic Talent Acquisition allows us access to a pool of competitive talent that would otherwise have been missed or even worse, ignored.

Clearly the business case for acquiring talent strategically is far more compelling than simply paying to fill positions today. What we are doing is adding a small incremental effort, in exchange for a huge potential reward.

Do let me know, your feedback on this.

Awaiting for your response.

With Regards

Sujeet S Rajawat

Asst. Manager HR

Vijay Solvex Limited

Alwar - Rajasthan

From Nigeria, Lagos

Dear All
Kindly help me with the comparison of 1 or two industries or organisations with reference to talent acqusition as i have to conclude the attached presentation for my MHRDM assignment.

From India, Mumbai
Attached Files (Download Requires Membership)
File Type: ppt Talent acqusition.ppt (298.5 KB, 5667 views)

I am preparing a summer training project report on Recruitment and Selection. But I feel the this title is way to old and common. Can anyone please suggest me a suitable title for the report instead of Recruitment and Selection??

From India, Faridabad

Dear Sujeet S Rajawat,
i admire you,the way creating your know research Strategic Talent Acquisition by research. And the way determine every stage of acquisition and Strategic acquisition.
Please continue your way to assist help like me.... and others

From India, Warangal
himanshu mahajan
Dear Sujeet sir & Vidhya Mam,
Thank you very much for making understand the difference between talent acquisition and recruitment, your discussion helps me a lot to understand the concept of both, tomorrow I will be having interview, and will definatly let u know the results.
Thanks & regards
Sapana Satish Pathak

From India, Phagwara

In actual or logical term -

Recruitment - An approach where in CVs are invited for a vacancy

Selection - Screening in of only relevant or best matching candidates

Hiring process - Time frame from the period of requisition of man power being made till the person actually joining.

Talent Acquisition - Acquiring of talent (and not the candidate)

Here we focus on talent that the person possess and not just the educational background or the experience / working years he has.

To be very simple in my terms, it is about attracting, recruiting, inducting and making use of right talent for your job.

Say for eg: I have a talent for creative writing but do not possess any certification or degree in this field. A person who is recruiting might not be interested in my profile. But a talent Acquisition person who is looking for talent might want to try my skills.

I had an article published in IMT-Ghaziabad's annual magazine which I would like to share.

I have attached the PDF of the magazine, just scroll down to the topic named -

"Talent Acquisition Strategies in 21st Century"

From India, Mumbai
Attached Files (Download Requires Membership)
File Type: pdf IMT Ghaziabad Horizon Oct 12.pdf (3.91 MB, 1826 views)

S Rajasekaran

gone thru yr Horizan oct 12 article. really it is good. students are presenting their case studies nicely.
If possible pls post yr magazine regualary in my mail Id:
S Rajasekaran

From India, Madras

Hello All,
Being a student of HR, I have studied the subjects and sub-systems of HRM.
According to my view,
Recruitment is something where we encourage people to come down with their CV to have a career in our organization. By advertisement, references and many other way we encourage people that is called recruitment.
Selection is a result of a process when we come to a decision to hire a person from number of CVs available for the position.
We can say that Recruitment is a process and Selection is the result of that.
Seniors' view are always welcome...
Thank you,
Harshil Khatri

From India
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