Terms like recruitment and talent acquisition are used synonymously, but they aren’t the same. Recruitment is a short-term fix for most “big-picture” employers, whereas talent acquisition is a long-term solution.
While you may need to fill a vacancy quickly, organizations should focus on long-term planning if they want to improve their culture and work towards a unified vision.
Talent Acquisition vs Recruitment
Recruitment is about filling vacancies. Talent acquisition is an ongoing strategy that focuses on finding leaders, specialists, and future executives. For HR to run a successful talent acquisition strategy, they need to plan and find candidates well.
There are other subtle differences, Talent acquisition:
- Requires a lot of planning
- Uses metrics and data to improve the recruitment process
- Focuses more on skills and experiences. Recruitment concentrates on the position.
Although employers hope their employees will give 2-weeks notice before quitting, there are plenty of times where that isn’t possible. Of course, an employee suddenly leaving is why employers prefer the recruitment strategy, but planning can make talent acquisition possible.
Should I Be Recruiting or Acquiring?
Not every industry needs a recruitment strategy, but how do you know if your position requires the acquiring method? Generally, the more specialized and high-demand roles should take an acquiring approach, regardless of urgency.
Some would argue that all positions require talent acquisition, and employer review websites like JobSage prove this. For example, a fast-food cashier is still challenging to fill long-term because front-of-house workers handle angry customers. You’ll want to hire talent that fits your corporate culture to reduce turnover rates, even for easy-to-fill positions.
How to Create a Talent Acquisition Strategy
A poor talent acquisition strategy can impact your organization as a whole. To ensure the right talent fills your vacant positions, follow these steps to create your acquisition strategy.
Start With the Right Communication Strategy
High-quality talent wants to work for companies that offer great benefits, an incredible corporate culture, and growth opportunities. Therefore, it’s essential to communicate your total benefits package and differentiators when promoting career opportunities.
Don’t Forget About Competitive Pay
Inflation has hit hard. The recent 7.5% increase has made even the most well-paying jobs insufficient for people with families. That means salary and salary growth potential are more important than job seekers.
If you’re consistently losing out on talent at the last possible second, look at the salary your competitors offer. Be competitive.
Consider Contractors and Employee Referrals
Employee referrals are one of the best ways to find new talent. Consider implementing an employee rewards program to make it attractive.
Alternatively, you could seek out independent contractors to fill positions. Not only are they less expensive to hire, but they can work remotely and jump into a job at a moment’s notice.
Remove Bias From the Hiring Process
Diversity in the workplace leads to increased productivity, creativity, cultural awareness, and marketing opportunities. However, unconscious biases can cause us to choose candidates based on their sexual orientation, race, religion, age, religious affiliation, or gender.
To make your recruitment process more diverse, use Applicant Tracking Systems, non-bias workplace tests, and a more structured interviewing process that focuses on skills.
Keep Past Applicants Engaged
Keeping a passive talent pool will allow you to pick from it when necessary, but you can’t just promise a job at a later date. Instead, you need to stay in contact with your applicants by telling them you’ll contact them should another position become available.
Create a separate email sequence that speaks to your potential hires to let them know what’s happening in your business.
Offer a Remote or Hybrid Work Environment
A PwC survey found that 72% of workers prefer to work from home at least two days a week, while 32% want to work from home full-time. Since remote employees are more productive than their in-office counterparts, it makes more sense to offer remote employment options.
By removing geographic barriers, you open up your talent pool beyond your physical location. As more businesses switch to the hybrid office, you’ll need to do the same to be competitive.
Regularly Speak to Students
Your strategy’s unconventional talent acquisition step should include university and college students, especially in fast-moving industries. While students won’t have the experience you’re looking for, they will have new skills and a go-getter attitude.
You can start by sending recruiters to job fairs who can speak to students. Then, consider partnering with specific schools for internships or on-the-job career training to scope out top talent.
Ask for Candidate Feedback
Organizations rarely ask their candidates why they wanted to apply for a position or why they declined an offer. However, you must gather this data to know what kind of candidates you’re attracting and how you can be more competitive.
Make sure the survey is anonymous as not to discourage participation. You’ll also make your candidates feel like their opinion matters, improving your brand by asking for feedback.
Promote From Within
The best thing about hiring from within is you already know your candidates. Additionally, they already fit in with your company culture and have the skills to move into their new positions. Finally, hiring from within is great for long-term talent retention.