Talent acquisition is a new trend in the Human Resources sectors with great strategic potential for organizations.
Acquiring talent means a vision not only of filling positions but also of the use of candidates and their skills, which results from a rigorous recruitment process. This process works as a means to fill positions in the future as well.
The acquisition of talent is something relatively new in the area of HR. In many companies, recruitment function links to the Human Resources Generalist.
What differentiates talent acquisition from recruitment and selection?
Recruitment and selection are part of the talent acquisition process. It is tactical and operational work that begins in Recruitment.
After this step, the selection process begins, with an individual approach, with all the professionals called according to the profile outlined for the position.
Modern talent acquisition is a strategic function of an organization. This includes acquiring workforce planning functions, such as organizational talent forecasting, training, appraisal, and strategic professional development.
Track what are the elements that differentiate talent acquisition from recruitment.
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Scope and Management
Through acquiring talents, you will research and recognize the different places where you will find potential talent. Once you have established contact with these people, you must maintain and build those relationships.
All this is done with the understanding that most of these candidates will not fill positions immediately but in the future. It’s like networking that you should maintain and manage in the medium to long term.
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Metrics and Analysis
No talent acquisition strategy is complete without using important metrics to perform appropriate tracking and analysis.
By collecting and analyzing pertinent information, you can continually improve your recruitment process. This helps you to make better hiring decisions by improving the quality of your hiring.
What are the main duties of the talent acquisition professional?
Talent acquisition teams are typically qualified in job filling tactics, candidate assessment, and compliance and hiring standards. But also in branding practices and corporate hiring initiatives.
In addition, the talent acquisition professional is responsible for being attentive to the market to attract professionals of great potential to the companies.
The person who acts in the area of talent acquisition is concerned with the development of the career of the contractor and, therefore, will also devote himself to the retention and succession of this professional.
This professional works in the generation of value for the employer who seek to be in places that foster knowledge, such as colleges, dialogues with opinion leaders and is closely linked to the strategic issues of the company. This includes the demand for current and future work.
The acquisition of talents, as a function, is closely linked to the company’s marketing, as well as to the Human Resources sector.
As international organizations need to recruit globally, with different needs and requirements, effective recruitment requires a well-thought-out corporate message around recruiting and developing talent.
Talent acquisition professionals often create the message that the company leads its employees to continuous development and career advancement.
The employer brand, therefore, addresses not only the acquisition of human capital but the approach to the development of these people and their careers.
Briefly, acquiring talent is the process of recruiting good talent to meet the company’s needs for future positions. However, as a profession, it is rapidly evolving towards a unique and important job function.
How to implement talent acquisition and employee retention?
Acquiring talent is quickly becoming a strategic profession. This professional should also deal with issues of current employees, such as employee retention and career advancement.
Many organizations fail in hiring because they do not understand how strategic a recruitment process can be. One of the biggest problems that come up is that the cost of a wrong hire can be up to three times more than the salary of the job.
Add to that, the damage of working with performance below the expected by the company. In addition to the non-measurable decrease, this can bring disruption to the team’s organizational climate, culture, and moral reputation.
What guarantees the success of a talent acquisition professional is to be attentive to the needs of the company, to have a lot of willpower to learn, to constantly update, to absorb a lot and to present results. For, in fact, organizations are made of people.
How to go beyond recruiting to acquire the best talent?
Attracting the best and brightest employees to your company is not a unique event. It is an ongoing process that requires constant efforts. Not just the company’s HR, but the entire corporation.
Organizations, which are serious and see long-term sustainable planning, must be continually networking, establishing relationships with people who are at the top of their field. Someday, they may want to try them as potential employees.
Some HR professionals still advocate a unique talent department within HR. That is because the acquisition and development of talents are intertwined. However, the tendency is for the professionals to work together, since the acquisition of talent requires much greater strategic efforts.
Thus, the acquisition of talents is an investment in the medium and long term, which meets the immediate demands of most companies as a result of the lack of planning.
In the current competitive environment, all markets will need an Acquisition strategy.
At any point in time, some markets may be warmer than others. But the best organizations are projecting future needs and are always exploring the best talent to become stronger and more differentiated.
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