Recruitment and talent acquisition are often used interchangeably in the business world. However, it goes without saying that these two concepts are not synonymous and include a few major differences. As the tight labor market continues, organizations are strategizing their hiring practices and adjusting their policies to attract and retain top talent. As part of that planning, it is essential that their teams are set up properly and have a clear understanding of those distinctions. Those companies that plan accordingly and have the right strategies and positions in place will have an advantage over those that do not – and that also goes without saying. With that in mind, our team has put together the following to help clarify those subtle differences in hopes it will propel your hiring efforts.
Before diving into the distinctions between the two, let’s first look at the definition of each individually.
What is recruitment?
Recruitment can be defined as the process used to actively look for candidates, assess their skills, and to hire those candidates to fill specific roles in the organization. This includes the process in its entirety, from those initial searches and outreach, to the interviews and engagement with talent, to the onboarding of the individuals. Recruiters play an often ongoing and active role in identifying qualified talent, through various methods and techniques, such as job advertisements. They also work on developing and maintaining an employer brand and may help with overall recruitment training and responsibilities of the team.
What is talent acquisition?
Talent acquisition is often defined as the process of developing a pipeline of talented individuals to meet specific skill sets. This includes industries that are dealing with talent shortages or qualifications that are in extremely high demand but with limited supply of labor. Similar to recruitment, talent acquisition also refers to the process of identifying, assessing, and hiring candidates to fill various roles. However, it is often a more long-term strategy to manage current and future hiring needs. Talent acquisition teams can be a part of the Human Resources department or even branched off into their own, working closely with HR.
What are the key differences between recruiting and talent acquisition?
As you can see, there are many ways in which the two overlap. But now that we have clearly defined both recruitment and talent acquisition, let’s break down those subtle, yet important distinctions between them.
- First, although both fill needed roles, recruiters mainly fill vacant positions while talent acquisition professionals use an ongoing strategy to identify future talent for the organization. These pipelines of talent are critical for the long-term success of the company, while the vacant positions help with the immediate needs the organization may have.
- Next, talent acquisition can involve any position or role but is typically much more specific than general recruitment. For example, entry-level positions are constantly being filled by recruiters. But when it comes to the in-demand, highly competitive talent with specialized skills, talent acquisition professionals help navigate those industries and needs. This might include niche markets, such as specific technology, software development, IT, or other leadership roles.
- Talent acquisition, at times, can involve a more active part in training and developing internal employees to fill specific roles. Being that many specialized positions are difficult to fill externally, this proactive approach can be an integral part of an overall strategy. On the other hand, recruiters are not likely to take on this type of responsibility.
- In order to fill future vacancies, talent acquisition teams spend a large majority of their time building relationships and networking. Due to the nature of the competitive landscape for talent, these relationships are critical. As an example, meeting and fostering a relationship with a professional that is employed elsewhere may pay dividends months, or even years down the road. Recruiters, on the other hand, are much more focused on the short-term vacancies that need to be filled today.
- Oftentimes, talent acquisition requires effective marketing and employer brand strategies to educate and inspire future talent to join the team. Especially true for niche industries, having an all-encompassing approach to communicate your differentiators and culture can have a lasting impact. Although marketing plays a role in recruiting, it is often seen as a more short-term strategy to fill those open roles.
As the workforce environment and labor force continue to change and adapt, organizations need to evaluate their recruiting and talent acquisition efforts and strategies. For those that are mainly recruiting to fill open roles, there may be a need to shift more towards a talent acquisition strategy to help future growth. In many organizations, both will be essential for continued success. In either case, understanding these subtle distinctions, and your future talent needs will help your team bring in the top talent that will sustain or propel your hiring efforts.
