There is a significant difference between recruiting and talent acquisition, which you should be aware of in order to develop a more effective hiring strategy. Recruiting occurs when a business has a current opening and needs to fill it quickly, therefore they look for candidates to fill that position.

Talent acquisition is a long-term strategy that entails cultivating relationships with potential employees with the goal of acquiring them in the future. Some positions, for example, take significantly longer to fill than others, so proactive employers start looking for qualified candidates before the position is ever advertised.

Recruiting is only a minor portion of your entire talent acquisition strategy. Recruiting is, of course, a crucial technique for filling unfilled positions. While it’s more of a band-aid solution, unexpected vacancies are unavoidable and part of conducting business.

When a position needs to be filled fast, it’s all too easy to choose a candidate who isn’t the best fit. However, such a blunder can be both costly and time-consuming.

Here’s how some businesses make sure they’re hiring the best people.

Caitlyn Metteer, Lever’s recruiting manager, ensures that applicants understand exactly what the position requires. She began to change the way she wrote job descriptions. Rather than focusing on past experience and prospective job responsibilities, Metteer concentrated on the company’s expectations for the first year on the job.

This new focus gave candidates a greater picture of what would be expected of them, as well as whether they could envision themselves succeeding in the role and achieving these objectives. 

The significance of a TA approach

Talent acquisition is a time-consuming and continual process, but it will save you time and money in the long term. According to Skeeled, a TA tech business, there are some key advantages of adopting a TA strategy:

1. You’ll be able to hire the greatest personnel. 
2. You can take your time and discover the most qualified individual because you aren’t under any rush to fill a job opening right away.
3. You’re going to be competitive. 
4. When it comes down to it, a company’s success is determined by its personnel. 
5. The top talent will want to work with equally talented team members, giving you a competitive advantage.

And there are three crucial components to a successful talent acquisition strategy:

1. Having a strong employer brand is important.
2. Maintaining candidate contacts
3. Building a talent pipeline

Read the full article here.

Source: hrmorning.com