Source | LinkedIn : By Clare Mills
Working at Sqore, we often talk to people who are looking to bring new talent into their companies. The language surrounding this search for bright minds has become more complicated in recent years, and too confusing. In an effort to make things clearer, let’s set the record straight about the difference between ‘recruitment’ and ‘talent acquisition’.
There are some big differences for an employer in recruitment vs. talent acquisition: the length of the two different processes, the type of talent that is sought after, and the goals you have as an employer.
Recruitment is fast, talent acquisition can be an ongoing process
- Recruitment is a fairly quick process. When you have a position that needs to be filled, you find someone who meets your pre-established criteria and you hire them. If you do this with Sqore, for example, you’d put up a challenge that tests the main skills you need to find, reach out to top performers, interview them, and choose the person who fits your needs best. Talent acquisition, however, is a less hurried process. Rather than choosing the best of those who come in right away, you might start the process with a clearer idea of whom you want to find for your company, and build up a relationship with them. If you’d organized the same competition with Sqore, you might focus on getting to know all top performers, rather than selecting one to hire immediately. Alternatively, you might even go into talent acquisition without knowing exactly who you are looking for – simply finding candidates that make an impression on you and reaching out to them when they do!
Recruitment is for today, talent acquisition is forever
- If you’re ready to offer someone a job today, then you’re probably looking at a recruitment process. Talent acquisition, however, is more about relationship building. Your recruitment process ends once you’ve found the right candidate. Talent acquisition doesn’t have an end date in mind. Once you’ve embarked upon that quest you can stay on it as long as you want. It makes perfect sense to initiate a talent acquisition strategy without having an end in sight. As long as you are careful about maintaining positive relationships with those in your process, you can continuously source top talent through this method.
Recruitment is static, while talent acquisition is about creation and growth
- Once someone has been recruited for the open position, recruitment ends. In that way, the process is very static, the process doesn’t change. Also, because the recruitment process is about filling an empty position, the effect on the company can be felt less. Getting important positions filled is indeed vital to ensure that you keep up the great work you’re already doing and that everything that needs to be done gets done. Talent acquisition is about bringing in valuable people to your company – often to create a new position or to make a big change in an existing one. This makes the process more fluid. The perfect person for the job will change as your company changes. The goals should be growth and creation. You should take enough time in these processes to learn more about your candidates and thus be confident when you bring them in to be a part of your plans for growth.