Talent Acquisition Vs Recruitment - Everything You Need To Know

2/4/22, 9:08 AM Talent Acquisition Vs Recruitment: Everything you need to know
Blog
P.S. Join your peers.

Search Adaface test library by skills or roles Subscribe to the newsletter for⌘ K
Talent

hypergrowth.
Acquisition vs Email
Recruitment:
Everything You SUBSCRIBE HERE
Need To Know
Get the most out of this post
 Talent Acquisition vs Recruitment:
BY KEERTHI RANGAN Everything You Need To Know
 What is Talent Acquisition?
Keerthi is a Content Marketing Strategist at Adaface.
 What is Recruitment?
 Differences between Talent

Acquisition and Recruitment
 When to use Recruitment
 When to use Talent Acquisition
 The key strategic elements of Talent

Acquisition
 Building a winning Talent Acquisition
team
 Other Popular Guides
The terms “talent acquisition” and

“recruitment” are often confused and
Check other popular posts
are thought to be different terms for
Design Effective Tests
the same process that can be used
Guides on How to Hire
interchangeably. To some extent this
Adaface uses cookies to ensure you get the best experience on our website. Learn More Got it!
Hiring Industry Trends
https://www.adaface.com/blog/talent-acquisition-vs-recruitment/ 1/16
is true, but there are some stark Popular Hiring Practices

differences between these two terms. Salary Insights
Simply understanding the key
differences and similarities between Technological Updates and Advancem
ents
the two processes can help you hire
Miscellaneous
the most qualified talent and create a
sustainable hiring process for your
organization.
Talent Acquisition
vs Recruitment:
Everything You
Need To Know
This article takes a deep dive into
everything you need to know about
talent acquisition vs. recruitment.
What's included:
What is Talent Acquisition

(TA)?
What is Recruitment?
Differences between Talent
Acquisition and Recruitment
When to use Recruitment
When to use Talent
Acquisition
The key strategic elements of
Talent Acquisition
Build a winning Talent
Acquisition team
What is Talent
Acquisition?
Talent Acquisition is a proactive and a
cyclical process that is geared
towards building a positive employer
brand, creating a feasible talent pool,
and foreseeing future hiring needs. It
is a strategic approach that not only
seeks to fill current positions in an
organization, but also the
development of a strong talent
pipeline that utilizes candidates and
their skills for the fulfillment of future
positions.
Talent Acquisition is a long-term

human resource planning and is a
continuous process.
Strategic talent acquisition also

involves the awareness of current
staffing trends, state of the present
workforce as well as the future
workforce, and using those insights to
attract potential talent.
What is
Recruitment?
Recruitment is a linear process that
deals with hiring candidates to fill
open positions within an organization
quickly. When compared to talent
acquisition which is more of a
proactive anduses
Adaface continuous process,
cookies to ensure you get the best experience on our website. Learn More Got it!
the recruitment process is reactive

and momentary.
Source: Terry Laban
Recruitment is only one of the subset

of talent acquisition. The entire
process can be further a broken into 5
activities:
1. Candidate Sourcing
2. Lead Nurturing
3. Candidate Selection
4. Interviewing
5. Onboarding
Differences
between Talent
Acquisition and
Recruitment
Although both approaches involve
filling vacant positions of an
organization, there are some key
differences between recruitment and
talent acquisition.
Long Term Vs Short Term

The easiest way to understand the
differences between talent
acquisition and recruitment is to view
them as long-term planning and a
short-term fix, respectively.
Recruitment is a prompt exercise, a

need of the hour. For example, a
recruiting professional has to create a
series of challenges to screen
candidates from the talent pool based
on the key skills required for the job
role and hire the best talent fit for the
role. All these activities have to be
completed within the shortest
possible time.
Whereas strategic talent acquisition

is a less hurried process that deals
with the future talent needs of the
organization.
Ongoing Process Vs Linear

Process
Strategic talent acquisition is a
continuous cycle that can take more
time up-front and focuses on
activities such as outreach,
employment branding, networking,
candidate engagement, and
relationship building with talent
communities. These activities in
tandem build and enhance an
efficient talent supply chain for any

business.
On the other hand, recruitment is a

linear process, where recruiters
source and screen candidates for
current vacancies. This often leads to
an increase in recruitment metrics
such as cost-to-hire and time-to-hire.
Dynamic Vs Static
Acquiring talent is largely about
getting the cream of the crop for your
business. Talent acquisition is
dynamic and all about growth. The
strategic approach becomes more
fluid if new positions are created
based on future talent needs or major
changes are made to the existing
ones.
The recruitment process is static, that

is, it ends when somebody is
successfully hired. It doesn’t change.
There is no major effect that can felt
across an organization because of
recruitment as it involves filling up an
empty position.
When to use
Recruitment
The traditional recruitment process is
all about filling current empty
positions. When you choose to recruit
for your business, you likely have a

clear understanding of what the role
requires and the key skills and
knowledge required for the position.
It is a great way to fill sudden and
unexpected vacancies.
A recruitment process helps in raising

some important questions:
1. What are the skills required to

perform the tasks for this job
position?
2. Does this particular position
require experience?
3. Is there talent available in the
current workplace?
4. What would a potential
candidate look like for this job
position?
5. Can this candidate be fit to
“
perform the job?
The average number of days

a top candidate will be
available before getting hired
is 10 days.
There is never a need to completely

remove recruitment from the picture
and just be focused on talent
acquisition. But rather, talent
acquisition and recruitment should be
considered as two different processes
with different goals.
When to use Talent

Acquisition
Strategic talent acquisition is a
cyclical approach to finding potential
candidates for your business who will
be motivated and engaged to build a
positive company culture. It is geared
towards developing and nurturing a
talent pipeline with a long-term view.
You should consider engaging in

talent acquisition for the following
situations:
For finding niche talent: A

good talent acquisition
strategy is helpful when it
operates in a niche market
and requires individuals with
skill sets that are difficult to
come across. This includes
jobs in technology industries
such as cybersecurity, cloud
infrastructure, AI, and Virtual
Reality.
When you are looking to
expand: Businesses looking to
grow can benefit from having
a talent acquisition strategy in
place. It helps employers to
look for fresh skill sets and
higher levels of expertise.
If you are a newcomer: If you
are just breaking out in your
niche sector, it is difficult to
find the best talent, if
candidates are not aware
about your company. In such
a case positive employer

branding becomes an
important part of your talent
acquisition strategy.
If you are not sure what you
need: Investing in a talent
acquisition strategy is the
right option when you are not
sure about the day-to-day
tasks the job title will require.
The key strategic

elements of Talent
Acquisition
Certainly, strategic talent acquisition
includes recruitment, but it also
includes these 6 key elements:
1. Planning and strategy:

Planning and strategizing by
inspecting your future
workforce needs as well as
your business needs can help
you develop a solid talent
acquisition strategy.
2. Workforce segmentation:
Strategic TA hugely depends
on clearly understanding the
different work segments
within an organization, as well
as the hierarchy within each
segment. This also includes
having a good understanding
of the various competencies
and skills required for each
role in an organization.
3. Employment branding: Great

employer branding practices
help organizations attract
consumers as well as the top
talent from the candidate
pool. This involves activities
such as fostering a positive
workplace culture, a great
candidate relationship, and a
good reputation based on
products and services.
4. Talent management:
Fostering positive candidate
experiences, managing
candidate communities, and
using innovative sourcing
strategies can help
organizations with talent
scoping and management.
5. Metrics and analytics: Talent
acquisition strategy is
incomplete without
continuously tracking the key
metrics and their subsequent
analysis to take better
recruitment decisions. Areas
where analytics matters
includes Recruitment metrics,
Employee profiles and
employee movement,
Demographic data and
succession planning, Data
related to performance
management, and Employee
suggestions implemented and
their impact, to name a few.
Building a winning
Talent Acquisition
team
To establish a Talent Acquisition
strategy across an organization, you
need to build a winning team. Your
company's Talent Acquisition (TA)
team should align their goals based
on your company’s size and future
workforce needs. Members of the
team should be familiar with hiring
practices, innovative tools of
recruitment, and also have excellent
networking skills to build
relationships with potential talents
online and offline.
Your TA team could include:
Talent Acquisition Managers /

Recruiting Managers
Talent Acquisition /
Recruiting Specialists (senior
and junior)
Recruiting Coordinators
Recruiting Consultants
Recruiting Analysts / Talent
Acquisition Analysts
Sourcers
Wrapping up
Recruitment has always been a part
of talent acquisition. Setting up an
entire Talent acquisition strategy
takes more time up-front, but in the
end, it helps organizations build the
best possible team. Irrespective of
the path you choose the key is to

upgrade your knowledge on the
trends and technologies available and
utilize them efficiently to deliver
success.
Related Stories
An Actionable Pre-
Boarding Checklist
For Companies To
Use
View Post 
Agile Recruiting:
Definition,
Importance, Best
Practices
View Post 
A Guide To
Promoting
Cognitive Diversity
Scenarios In The
Workplace
View Post 
How To Build A
Strategic Hiring
Plan
View Post 
Recruitment Funnel:
Effective Recruiting
Funnel Metrics
View Post 
What Is Learning
Agility? Why Is It
Vi l F
Vital For
Businesses?
View Post 
Simplify Your Hiring

Process With
Resume Screening
Tools
View Post 
What Is People
Analytics?: Process,
Benefits, And Tools
View Post 
Check out all 101

Blog Posts
View 
Remote Recruiting Playbook

This book can serve as the remote recruitment playbook to
help you reimagine your recruitment process in the new
normal.
GET IT NOW
Other Popular Guides

Screening Candidates: A How-To Guide For
Recruiters
Adaface
View Guide uses cookies to ensure you get the best experience on our website. Learn More Got it!

How to attract the best technical talent

View Guide 
Use the
“ We evaluated several of
their competitors and
found Adaface to be the
most
candidate
friendly
most compelling. Great
default library of assessment
questions that are
designed to test for fit
rather than memorization
tool
of algorithms.
Swayam Enter your TRY FOR FREE
CTO, Affable
(100% free to get started, no credit
card required)
PRODUCT POPULAR COMPANY

Adaface ASSESSMENTS Schedule a demo
The most Assessments Java, Spring
About Us
candidate Integrations JavaScript, Node,
Email Us
HTML
friendly Join Us
assessment PRICING Python, Django
Blog
tool on the Pricing C, C++, C#, PHP
market Guides
React, Angular
USECASES Subscribe
Wall of Love Excel, Data
Industries we serve Interpretation Trust Guide
deepti@adaface.com
Aptitude Tests Logical Reasoning
Coding Tests PARTNERS
Quantitative
Psychometric Tests Aptitude sap.io
Android, iOS
BOOKS & TOOLS LOCATIONS
SQL, MySQL,
2021 Adaface Skill PostgreSQL Singapore (HQ)
Assessments 32 Carpenter
Check out 500+ Street, Singapore
Report skills 059911
Definitive Guide to Check out sample Contact: +65 9447
pre-employment public questions 0488
assessments (2021)
India
Ultimate Guide To POPULAR TEST 2gethr @ HSR
Cognitive Tests CATEGORIES No.11/A-12, 14th
(2021) Main Road, 4th
Programming Cross Road, Sector
Check out all books Languages 5, 1st Sector, HSR
Check out all tools Software Layout, Bengaluru,
Frameworks Karnataka 560102
HELPFUL Contact: +91
Aptitude Tests 6305713227
CONTENT
Database Tests
Conversational US
Assessments Check out all Contact: +1 (719)
categories 628 7485
52 pre-employment
tools compared
(2021)
Compare Adaface
Compare Codility
vs Adaface
Compare
Adaface uses cookies toHackerrank the best experience on our website. Learn More
ensure you getvs Got it!
d f
Adaface
Compare IKM vs
Adaface
Compare Mettl vs
Adaface
Software Engineer
Quiz
© 2022 Adaface Pte. Ltd. Terms Privacy Trust Guide
🌎 Pick your language

English Norsk Dansk Deutsche Nederlands Svenska Français Español Chinese
(简体中文) Italiano Japanese (日本語) Polskie Português Russian (русский)

Talent Acquisition Vs Recruitment - Everything You Need To Know

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Talent Acquisition Vs Recruitment - Everything You Need To Know

Uploaded by

Copyright:

Available Formats

2/4/22, 9:08 AM Talent Acquisition Vs Recruitment: Everything you need to know

P.S. Join your peers.

 Differences between Talent

 When to use Talent Acquisition

 The key strategic elements of Talent

The terms “talent acquisition” and

is true, but there are some stark Popular Hiring Practices

What is Talent Acquisition

Talent Acquisition is a long-term

Strategic talent acquisition also

the recruitment process is reactive

Source: Terry Laban

Recruitment is only one of the subset

Long Term Vs Short Term

Recruitment is a prompt exercise, a

Whereas strategic talent acquisition

Ongoing Process Vs Linear

efficient talent supply chain for any

On the other hand, recruitment is a

The recruitment process is static, that

for your business, you likely have a

A recruitment process helps in raising

1. What are the skills required to

The average number of days

There is never a need to completely

When to use Talent

You should consider engaging in

For finding niche talent: A

a case positive employer

The key strategic

1. Planning and strategy:

3. Employment branding: Great

Your TA team could include:

Talent Acquisition Managers /

the path you choose the key is to

Simplify Your Hiring

Check out all 101

Remote Recruiting Playbook

Other Popular Guides

How to attract the best technical talent

PRODUCT POPULAR COMPANY

© 2022 Adaface Pte. Ltd. Terms Privacy Trust Guide

🌎 Pick your language

You might also like