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Recruitment Vs. Talent Acquisition - WalkWater Talent Advisors

When you want to hire employees for your company, do you want to recruit, or do you want to go with talent acquisition? Come to think of it, recruitment also means hiring, and talent acquisition also means hiring. So then, what difference does it make whether you want to recruit or acquire talent?

As a layman, one would consider recruitment and talent-acquisition synonymous. But, professionals and companies know the crucial difference between the two. Looking at the long-range view of a business, recruitment is a short-term fix, while talent acquisition is a long-term plan. Why we say so, we’ll help you know in detail below.

Recruitment vs. talent acquisition

Recruitment is about filling vacancies in a company by understanding what skills are required, and matching them to the skills in the resumes of job-seeking candidates. When the skill sets match, the suitable candidates are sent for an interview to the employer, who then selects the most fitting candidate for the job.

Talent acquisition, on the other hand, is a strategy that helps find leaders and executives for a company. It focuses on long-term human resources planning and finding appropriate candidates for positions that require a very specific skill set. Talent acquisition is thus more focused on the strategic side of tougher positions to fill, requiring three to six months to plan, which is why talent acquisition professionals need to be approached a few months ahead of when you need to fill leadership and specialty positions. It could be difficult to recruit for such senior positions in short turn around.

Should you recruit or acquire?

Every company can recruit to fulfill their immediate vacancies, but senior level candidates should always be acquired. Employers must identify the positions in their company that will be difficult to fill when a vacancy or need arises; some of them being CEOs, managers, leaders, and roles requiring technological skills, all calling for a thoughtful long-term talent acquisition approach. Also, many markets are changing, requiring new skills with changing times. There could be greater needs for reskilling where the competition for particular talent is fierce. Such markets and industries also need a talent acquisition strategy in place to anticipate these requirements. Having a passive talent pool ready can save on time and give one a leg up on their competition.

The competition for top talent is always continually heating up, skill shortages being part of the fuel. Industries should thus focus on talent acquisition rather than recruitment, because acquisition builds a stronger workforce, fosters teamwork, and boosts productivity, thus enhancing the reputation of the brand. So, how do you move beyond recruitment to acquire top talent? Remember, attracting the best and brightest employees to your company isn’t a one-time-only task. It is a continuous process of networking and building relationships with the top talent in your niche. You could use recruitment to fill up immediate vacancies, but for anything important, you must opt for a long-term talent acquisition strategy to make hiring more efficient and more productive. The best way is to partner with leading talent acquisition companies in India, one like WalkWater Talent Advisors, who are experts in the trade, having the caliber to attract both newcomers as well as working professionals towards your company by building a grand image about your brand, thus proving it to be a great place to work at.

 

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