Dear All,
What is the difference between recruitment and talent acquisition? This question has left me quite confused. I would appreciate your valuable replies to help resolve my query.
I eagerly await your response.
With Regards,
Sujeet S Rajawat
From Nigeria, Lagos
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27What is the difference between recruitment and talent acquisition? This question has left me quite confused. I would appreciate your valuable replies to help resolve my query.
I eagerly await your response.
With Regards,
Sujeet S Rajawat
From Nigeria, Lagos
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Hi Sujeet, :)
Don't wonder as to why I inserted a smiley there. You must have heard that, to attract people, we sugarcoat certain things before presenting them to the masses. It is the same with Recruitment and Talent Acquisition. Both mean the same thing. However, conventionally, recruitment is used or has been used for mass recruitment, like for armed forces, government jobs, etc. When you associate with big organizations or companies, the term "Recruitment" has transformed into Talent Acquisition. This means they don't just hire a person; they acquire talent as they acquire assets. It signifies that people are vital and the most integral part for the development of the organization. Also, as they are talents that have been acquired, they will be valued and well taken care of by the organization. I hope you are now clear of your confusion.
Thanks, Vidhya
From Canada, Calgary
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Don't wonder as to why I inserted a smiley there. You must have heard that, to attract people, we sugarcoat certain things before presenting them to the masses. It is the same with Recruitment and Talent Acquisition. Both mean the same thing. However, conventionally, recruitment is used or has been used for mass recruitment, like for armed forces, government jobs, etc. When you associate with big organizations or companies, the term "Recruitment" has transformed into Talent Acquisition. This means they don't just hire a person; they acquire talent as they acquire assets. It signifies that people are vital and the most integral part for the development of the organization. Also, as they are talents that have been acquired, they will be valued and well taken care of by the organization. I hope you are now clear of your confusion.
Thanks, Vidhya
From Canada, Calgary
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Dear Vidya,
Thanks for the highly valued reply.
I am also studying to understand the difference between Recruitment and Talent Acquisition. Based on my analysis and research so far, here is what I have concluded about the subject:
"What's the difference between 'Recruiting' and 'Strategic Talent Acquisition'?"
The easy part of the answer is to define "recruiting." It is simply filling open positions and is essentially a tactical event.
The more complex part of the answer lies in defining "Strategic Talent Acquisition."
Strategic Talent Acquisition takes a long-term view of not only filling positions currently but also utilizing candidates from a recruiting campaign to fill similar positions in the future. These future positions may be identified through succession management plans or analyzing attrition history for specific roles, making it possible to predict future openings.
In advanced cases of Strategic Talent Acquisition, organizations recruit today for positions that do not currently exist but are anticipated to become available in the future.
Approaching talent acquisition strategically significantly impacts how candidates are engaged. A tactical approach usually involves asking candidates if they are qualified and interested, whereas a strategic approach focuses on building relationships. Candidates can discuss their career aspirations, allowing recruiters to assess potential fits within the organization. If a candidate is both qualified and interested during a strategic recruiting call, the tactical aspect is automatically fulfilled. However, if a candidate lacks experience or the timing isn't right for a career move, they may be considered for the future, requiring recruiters to maintain contact until an opportunity arises.
Most of the money spent on Strategic Talent Acquisition would likely have been used for a tactical recruiting mandate. The additional cost lies in gathering data on high-potential candidates and maintaining communication until hiring occurs, which is minimal compared to the value of hiring top talent over time.
Strategic Talent Acquisition provides access to competitive talent that may have been overlooked otherwise.
The business case for strategically acquiring talent is more compelling than solely filling current positions. It involves a small additional effort for a potentially significant reward.
I look forward to your feedback.
With Regards,
Sujeet S Rajawat
Asst. Manager HR
Vijay Solvex Limited
Alwar, Rajasthan
From Nigeria, Lagos
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Thanks for the highly valued reply.
I am also studying to understand the difference between Recruitment and Talent Acquisition. Based on my analysis and research so far, here is what I have concluded about the subject:
"What's the difference between 'Recruiting' and 'Strategic Talent Acquisition'?"
The easy part of the answer is to define "recruiting." It is simply filling open positions and is essentially a tactical event.
The more complex part of the answer lies in defining "Strategic Talent Acquisition."
Strategic Talent Acquisition takes a long-term view of not only filling positions currently but also utilizing candidates from a recruiting campaign to fill similar positions in the future. These future positions may be identified through succession management plans or analyzing attrition history for specific roles, making it possible to predict future openings.
In advanced cases of Strategic Talent Acquisition, organizations recruit today for positions that do not currently exist but are anticipated to become available in the future.
Approaching talent acquisition strategically significantly impacts how candidates are engaged. A tactical approach usually involves asking candidates if they are qualified and interested, whereas a strategic approach focuses on building relationships. Candidates can discuss their career aspirations, allowing recruiters to assess potential fits within the organization. If a candidate is both qualified and interested during a strategic recruiting call, the tactical aspect is automatically fulfilled. However, if a candidate lacks experience or the timing isn't right for a career move, they may be considered for the future, requiring recruiters to maintain contact until an opportunity arises.
Most of the money spent on Strategic Talent Acquisition would likely have been used for a tactical recruiting mandate. The additional cost lies in gathering data on high-potential candidates and maintaining communication until hiring occurs, which is minimal compared to the value of hiring top talent over time.
Strategic Talent Acquisition provides access to competitive talent that may have been overlooked otherwise.
The business case for strategically acquiring talent is more compelling than solely filling current positions. It involves a small additional effort for a potentially significant reward.
I look forward to your feedback.
With Regards,
Sujeet S Rajawat
Asst. Manager HR
Vijay Solvex Limited
Alwar, Rajasthan
From Nigeria, Lagos
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Dear All,
Kindly help me with the comparison of one or two industries or organizations with reference to talent acquisition as I have to conclude the attached presentation for my MHRDM assignment.
Thank you,
Tabassum
From India, Mumbai
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Kindly help me with the comparison of one or two industries or organizations with reference to talent acquisition as I have to conclude the attached presentation for my MHRDM assignment.
Thank you,
Tabassum
From India, Mumbai
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Hi Simran,
I am preparing a summer training project report on Recruitment and Selection. However, I feel that this title is too old and common. Could anyone please suggest a more suitable title for the report instead of Recruitment and Selection?
Regards,
Simran
From India, Faridabad
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I am preparing a summer training project report on Recruitment and Selection. However, I feel that this title is too old and common. Could anyone please suggest a more suitable title for the report instead of Recruitment and Selection?
Regards,
Simran
From India, Faridabad
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Thank you very much for helping me understand the difference between talent acquisition and recruitment. Your discussion has been very enlightening and has greatly aided my comprehension of both concepts. Tomorrow, I will be having an interview, and I will definitely inform you of the results.
Thanks & Regards,
Sapana Satish Pathak
From India, Phagwara
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Thanks & Regards,
Sapana Satish Pathak
From India, Phagwara
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Understanding Recruitment and Talent Acquisition
Recruitment is an approach wherein CVs are invited for a vacancy.
Selection
Selection involves screening only relevant or best-matching candidates.
Hiring Process
The hiring process is the timeframe from the period of requisition of manpower being made until the person actually joins.
Talent Acquisition
Talent Acquisition is about acquiring talent (and not just the candidate). Here, we focus on the talent that the person possesses, not just the educational background or the experience/working years they have. To put it simply, it is about attracting, recruiting, inducting, and making use of the right talent for your job.
For example, 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. However, 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 the 21st Century."
Regards.
From India, Mumbai
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Recruitment is an approach wherein CVs are invited for a vacancy.
Selection
Selection involves screening only relevant or best-matching candidates.
Hiring Process
The hiring process is the timeframe from the period of requisition of manpower being made until the person actually joins.
Talent Acquisition
Talent Acquisition is about acquiring talent (and not just the candidate). Here, we focus on the talent that the person possesses, not just the educational background or the experience/working years they have. To put it simply, it is about attracting, recruiting, inducting, and making use of the right talent for your job.
For example, 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. However, 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 the 21st Century."
Regards.
From India, Mumbai
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