The Perfect Fit

Isn't "Talent Acquisition" The Same As "Recruiting"?

This whole notion of "Talent Acquisition" (TA) vs. "Recruiting" is fascinating to me.  I'm surprised (and a bit disappointed in myself) that it's taken me so long to recognize and embrace the difference and understand the value of TA. The point of TA is to develop a longer term program, leveraging the employers' brand for the benefit of attracting talent.  It's all about being attractive to the top performers in your business, because of the way you do business and the way you treat your employees.

When I ask candidates who they'd ideally like to work for, the frequency of the big, iconic, aspirational brands are often mentioned, Apple, Google, Disney, Facebook, Amazon . . . These brands attract talent . . . with a talent acquitistion strategy.  This attraction doesn't "just happen", by accident.

Michael Homula does an excellent job of explaining the difference between recruiting and “talent acquisition”.

•    Recruit (ing) - To enlist as a member of an armed service or to enlist the services of a person.
•    Talent - A special often creative, artistic or mental gift.
•    Acquisition - To gain possession of something as a result of effort or experience.

"So, from a candidate perspective which would you rather be? Someone who is getting "enlisted" to perform a "service" or someone who has a "special often creative, artistic or mental gift"?  I think it is a no brainer but this deserves a bit more explanation. Recruiters look at prospects and candidates as a means to an end - filling the opening/requisition. Talent Acquisition professionals understand that each talent has something of value to offer.

Talent Acquisition is Not Recruiting

Recruiting and Talent Acquisition are frequently used interchangeably.  They are not interchangeable, related to each other, but different in goals, strategy and tactics.  It’s surprising to me how few employers think about building a talent acquisition strategy.   I’m going to write about why they should.

Robin Erickson, Ph.D. of Deloitte’s Bersin Talent Acquisition (TA) research practice defines the scope of TA clearly, it’s “a strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs.”

Recruiting is a subset of TA and includes sourcing, screening, interviewing, assessing, selecting, hiring and onboarding.  As Robin puts it, TA is inclusive of other important strategic elements beyond the recruiting function.

• Talent Acquisition Planning & Strategy – ensures business alignment, examines workforce plans, requires an understanding of the labor markets, and looks at global considerations.

• Workforce Segmentation – requires an understanding of the different workforce segments and positions within these segments, as well as the skills, competencies, and experiences necessary for success.

• Employment Branding – includes activities that help to uncover, articulate and define a company’s image, organizational culture, key differentiators, reputation, and products and services. Employment branding can help advance the market position of organizations, attract quality candidates and depict what it is truly like to work for that organization.