Talent Acquisition vs. Hiring

What is Talent Acquisition?

Talent Acquisition is the organizational task of finding the right candidate for the job. These duties, usually carried out by HR personnel, hiring managers, and various levels of recruiters, involve sourcing and attracting, and interviewing and hiring employees. This also includes onboarding them once they are hired, as well as keeping them happy and in a constant state of growth and development.

As opposed to regular hiring, talent acquisition strategies put a company's long-term goals first, in terms of determining what kind of people the company will need to grow in the next months and years. Such positions hired from talent acquisition strategies include both executive-level positions and operational staff.

How does Talent Acquisition work?

Talent acquisition requires thorough knowledge and practical application of a variety of federal, state, and local laws and regulations, such as:

• Equal employment opportunity (EEO) laws prohibit discrimination based on factors such as race, color, gender, pregnancy, age, religion, national origin, disability, and veteran status. Many states and municipalities have EEO laws that provide greater protection than federal law.
• Immigration and visa requirements for foreign workers to be employed in the country seeking talent. There are several types of visas available under a variety of circumstances.
• Employment eligibility verification through the completion of various forms. Civil and criminal penalties are a risk for employers that do not comply.
• The Fair Credit Reporting Act (FCRA) applies to background investigations, such as criminal history or consumer credit reports, in some circumstances.
• State law regulation of employment contracts, such as non-compete agreements or confidentiality requirements.

Talent acquisition can take over several months to complete at a time, and there are generally six steps involved:

1. Candidate sourcing: This is where recruiters start posting job openings across multiple job boards with detailed job descriptions. Recruiters can also pull candidates from their talent pool if they find that some individuals might fit the role they are hiring for.

2. Screening Candidates: This includes collecting data from all applications and other sources, and coming up with shortlists on who to contact for the role.

3. Interviewing: This step involves determining whether each candidate has the right skills for the job, and, often, whether they are a good cultural fit for the company.

4. Pre-employment testing: This includes assessments and trial work, to ensure that the person can handle their workload and understand how the company works, before deciding whether they are truly right for the position.

5. Writing employment offers: An employment offer is a formal document sent to a candidate selected for employment. Having written confirmation of an offer is crucial, as it helps ensure alignment between the employer and the candidate.

6. Onboarding new hires: A strong onboarding process to help new employees integrate into the organization is a crucial piece to the employee relationship, and it’s important to prepare for and streamline this process before the new employee starts.

Conclusion

A company's employees are what drives it forward. This is why talent acquisition is such a crucial part of a fully-functioning company that can withstand any challenges. Always ensure that the company knows how to source, hire, and retain its top talent.