Growing companies are constantly looking to hire new and more efficient members to meet the needs of their workforce for business development. The recruitment and talent acquisition terms refer to two common approaches of companies in attracting the desired workforce to perform their operations smoothly and successfully. The two terms may often be used interchangeably, but in reality, the two approaches involve distinct processes and outcomes. In this article, we will examine these two terms in more detail and explain the difference between the two.
Before examining the differences between recruitment and talent acquisition, it is best to become familiar with the meaning of each. Recruitment is finding new and suitable staff and filling the company vacancy. This process begins when an employee resigns or a new recruitment position is created.
Recruitment is a need-based approach that is used only when needed. The recruitment process usually begins with an advertisement by the organization. This ad is available to the general public and allows them to apply for vacancies within the organization.
The recruitment process is constructive in hiring lower-level employees or filling temporary positions. Many applicants meet the criteria for hiring because the purpose of recruitment is not to increase the company’s capacity but to respond to existing needs. Interviews are not complicated, and the whole process is simple. Therefore, many options can be selected for the vacancy of the organization.
Talent acquisition is a complex process used to discover, select and retain the best talent for a company. This process will start before opening a job opportunity and is continuous and unstable. HR managers are constantly looking for talented volunteers to increase their ability to join the company.
Human resource managers use public relations, networking, branding, and social media to recruit talent acquisition people. At the same time, they attract the unique talents of other companies and draw their attention to more opportunities in their organization.
Talent acquisition is an optimal way to attract labor. Because when an employee suddenly leaves his job, the company will never have a problem filling his vacancy.
Recruitment is a simple and direct method in which the organization evaluates and selects a suitable candidate for the vacancy. On the other hand, Talent acquisition is an ongoing process that requires careful research and selection of top talent for the company, Whether there is a vacancy or not.
Recruitment is the process by which a vacancy in a company is filled with new staff. On the other hand, talent acquisition is a flexible process with long-term strategies through which the company discovers and attracts top candidates. If we want to give an example, we must refer to the transfer process of football players. The equivalent of hiring football can be considered attracting free agents for a vacant position in the team. But discovering anonymous and talented players and attracting the best players from other teams is like finding talent. Other significant differences between recruitment and talent acquisition are as follows:
1. Method of starting the process: Another difference between recruitment and talent acquisition is at the beginning of their functions. The recruitment process begins when a job opportunity position appears in the organization. Since talent acquisition is based on long-term planning, it starts long before a job position appears in the organization.
2. Survival or Progress: Recruitment is a process based on need and survival and is, therefore, suitable for temporary positions or lower levels. But talent acquisition is ideal for permanent jobs and includes specialized skills and abilities such as management positions or decision-making for the further development of the organization.
3. Consequences: Recruitment usually involves lower-level employees, so if you hire the wrong person, you can easily replace them. But talent acquisition consists in filling in essential roles, and engaging a lousy person can cause long-term financial and time damage to the company.
4. Disadvantages: The main problem of recruitment is a shortage of time because it usually starts when the organization needs new staff. The main weakness of talent acquisition is also related to heavy financial and time investment because it includes medium and long-term strategies.
LiFA online tool is a suitable platform to cover the organization’s needs in all recruitment and talent acquisition processes. A successful company must use all available and first-class methods and tools to achieve its goals and provide a workforce. LiFA can handle time-consuming office work for you quickly and without any hassle. Networking and branding with LiFA are straightforward and convenient and make your recruitment experts and talent acquisition spend their time and energy in more critical manners.
Many companies think using robots is unsafe and leaks company information. But this concern has been resolved with LiFA because company security is one of our main principles. You can safely store your data on LiFA and share it on your in-house social network. Another advantage of LiFA is that its packages are economical. These packages are designed to suit the different needs of different companies for recruitment and talent acquisition.
Many distinct factors, such as timing, qualifications, skills required, and job difficulty level, will influence the company’s decision-making. So, if you choose the wrong process, the company will waste national time and capital and make poor and disproportionate choices. For this reason, it is essential to understand the difference between recruitment and talent acquisition, and it will be effective in making the right decisions in critical moments. LiFA is at the service of all organizations to provide training in these two processes and a suitable and valuable tool for implementing these two processes. If you are interested in this subject, check out this article too.
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