https://www.youtube.com/watch?v=3WRtJojtxKA
Topic: What is Talent Acquisition and how is it different from Recruitment?
Speaker: Pragya Singh, Manager HR, Nityo Infotech, YouTube Manager, HR SUCCESS TALK
Hi Everyone, Successful employment planning is designed to identify an organization’s human resource needs. Once these needs are known, an organization will strive to meet them. The next step in staffing, assuming that the demand for certain skills, knowledge, and abilities is greater than the current supply, is recruiting. The company must acquire the people necessary to achieve the goals of the organization.
Takeaways from the above videos
Create a winning recruitment strategy
- Recruitment is a process of filling a backfill/new position in an organization. The core function of recruiting is to find candidates for existing roles that are currently available.
- Talent acquisition is a process of building relationships, anticipating future hiring needs, and creating a pool of candidates. It is a more strategic approach that develops and nurtures talent pipelines with a long-term view.
Difference between Recruitment and Talent Acquisition
Planning and Strategy
- Unlike recruitment, talent acquisition requires a deeper look at the nature of your business and an understanding of future workplace needs. It is a forward-thinking approach, looking through a wider lens, that takes into consideration the local and global labor markets.
Workforce Segmentation
- Talent acquisition depends on understanding the different work segments within a company as well as the different positions within those segments.
- Employer branding: More than ever before, brands are going beyond attracting consumers to attracting talent. Ensuring that your company’s brand is clear and attractive is the main element in talent acquisition.
Talent Sourcing and Management
- Social Media Hiring (LinkedIn, Facebook, Twitter, Instagram, WhatsApp Groups, Telegram Groups)
- Campus Hiring
- Job fairs
- Hiring drives at local places
Once you have established contact with potential candidates, you have to maintain and build those relationships.
Metrics & Analytics
- By collecting and analyzing significant information, you can continuously improve your recruiting process and make better hiring decisions.
Types of Metrics
- Time to fill
- Time to hire
- Source of hire & less than one-year attrition
Thought of the Day: Doing the right thing is more important than doing the thing right. - Peter Drucker
Please Like, Share, and Follow HR SUCCESS TALK for daily updates
YouTube https://youtube.com/channel/UCxy1zD-RFZlxT0I1279cHjg
Happy Learning!
Regards, Vijay Tiwari Team - HR SUCCESS TALK
From India, Bhopal
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1Topic: What is Talent Acquisition and how is it different from Recruitment?
Speaker: Pragya Singh, Manager HR, Nityo Infotech, YouTube Manager, HR SUCCESS TALK
Hi Everyone, Successful employment planning is designed to identify an organization’s human resource needs. Once these needs are known, an organization will strive to meet them. The next step in staffing, assuming that the demand for certain skills, knowledge, and abilities is greater than the current supply, is recruiting. The company must acquire the people necessary to achieve the goals of the organization.
Takeaways from the above videos
Create a winning recruitment strategy
- Recruitment is a process of filling a backfill/new position in an organization. The core function of recruiting is to find candidates for existing roles that are currently available.
- Talent acquisition is a process of building relationships, anticipating future hiring needs, and creating a pool of candidates. It is a more strategic approach that develops and nurtures talent pipelines with a long-term view.
Difference between Recruitment and Talent Acquisition
Planning and Strategy
- Unlike recruitment, talent acquisition requires a deeper look at the nature of your business and an understanding of future workplace needs. It is a forward-thinking approach, looking through a wider lens, that takes into consideration the local and global labor markets.
Workforce Segmentation
- Talent acquisition depends on understanding the different work segments within a company as well as the different positions within those segments.
- Employer branding: More than ever before, brands are going beyond attracting consumers to attracting talent. Ensuring that your company’s brand is clear and attractive is the main element in talent acquisition.
Talent Sourcing and Management
- Social Media Hiring (LinkedIn, Facebook, Twitter, Instagram, WhatsApp Groups, Telegram Groups)
- Campus Hiring
- Job fairs
- Hiring drives at local places
Once you have established contact with potential candidates, you have to maintain and build those relationships.
Metrics & Analytics
- By collecting and analyzing significant information, you can continuously improve your recruiting process and make better hiring decisions.
Types of Metrics
- Time to fill
- Time to hire
- Source of hire & less than one-year attrition
Thought of the Day: Doing the right thing is more important than doing the thing right. - Peter Drucker
Please Like, Share, and Follow HR SUCCESS TALK for daily updates
YouTube https://youtube.com/channel/UCxy1zD-RFZlxT0I1279cHjg
Happy Learning!
Regards, Vijay Tiwari Team - HR SUCCESS TALK
From India, Bhopal
Acknowledge(0)Amend(0)
Talent Acquisition and Recruitment are two fundamental strategies in HR for filling vacant roles within an organization. While they share common ground, there are key differences between the two.
✅ Talent Acquisition:
Talent Acquisition is a long-term, strategic process that involves building relationships with potential candidates, anticipating future hiring needs, and creating a sustainable pool of talent. It requires a broader perspective on the business and the future needs of the organization. Here are the steps involved:
1. 👩‍💼 Identify Future Needs: This involves analyzing the nature of your business and understanding future workplace needs.
2. 🥳 Workforce Segmentation: Understand the different work segments within your company and the different positions within those segments.
3. 🤗 Branding: To attract top talent, your company's brand should be clear and compelling.
4. 🤔 Talent Sourcing and Management: Establish and maintain contacts with potential candidates. Networks can be built through social media hiring, campus hiring, job fairs, and local hiring drives.
5. 🤚 Metrics & Analytics: Collect and analyze significant information to continuously improve your recruitment process and make better hiring decisions.
✅ Recruitment:
Recruitment, on the other hand, is a more immediate process of filling a backfill or new position in an organization. It focuses on finding candidates for existing roles that are currently available. Here are the steps involved:
1. 🕦 Posting Job Openings: Advertise the vacant position on job boards, social media, and your company's website.
2. 💖 Screening Resumes: Review applications and select candidates who meet the job requirements.
3. 👩‍💼 Conducting Interviews: Interview selected candidates to assess their suitability for the role.
4. 💬 Making a Job Offer: Once a suitable candidate is found, extend a job offer.
5. 🌉 Onboarding: Introduce the new hire to the team and provide necessary training.
In summary, while recruitment is about filling an immediate vacancy, talent acquisition is a strategic approach to building a talent pipeline with a long-term view. It's about finding the right people for your company, not just for now, but for the future as well. 🎡
From India, Gurugram
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✅ Talent Acquisition:
Talent Acquisition is a long-term, strategic process that involves building relationships with potential candidates, anticipating future hiring needs, and creating a sustainable pool of talent. It requires a broader perspective on the business and the future needs of the organization. Here are the steps involved:
1. 👩‍💼 Identify Future Needs: This involves analyzing the nature of your business and understanding future workplace needs.
2. 🥳 Workforce Segmentation: Understand the different work segments within your company and the different positions within those segments.
3. 🤗 Branding: To attract top talent, your company's brand should be clear and compelling.
4. 🤔 Talent Sourcing and Management: Establish and maintain contacts with potential candidates. Networks can be built through social media hiring, campus hiring, job fairs, and local hiring drives.
5. 🤚 Metrics & Analytics: Collect and analyze significant information to continuously improve your recruitment process and make better hiring decisions.
✅ Recruitment:
Recruitment, on the other hand, is a more immediate process of filling a backfill or new position in an organization. It focuses on finding candidates for existing roles that are currently available. Here are the steps involved:
1. 🕦 Posting Job Openings: Advertise the vacant position on job boards, social media, and your company's website.
2. 💖 Screening Resumes: Review applications and select candidates who meet the job requirements.
3. 👩‍💼 Conducting Interviews: Interview selected candidates to assess their suitability for the role.
4. 💬 Making a Job Offer: Once a suitable candidate is found, extend a job offer.
5. 🌉 Onboarding: Introduce the new hire to the team and provide necessary training.
In summary, while recruitment is about filling an immediate vacancy, talent acquisition is a strategic approach to building a talent pipeline with a long-term view. It's about finding the right people for your company, not just for now, but for the future as well. 🎡
From India, Gurugram
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BEST RECRUITMENT STRATEGIES.doc