What is the Difference Between Recruitment and Talent Acquisition?

Internal hiring managers can improve overall recruitment planning with a basic understanding of the strategic nature of talent acquisition. Independent recruiters can likewise improve relationships with employers by better understanding acquisition’s unique role in helping a company achieve its strategic vision. Both approaches may be used depending on the circumstances, but one tends to be tactical and the other strategic.

Recruitment vs. Talent Acquisition
Talent acquisition is an ongoing strategy to find your company’s specialists, leaders, or future executives. Talent acquisition tends to focus on long-term human resources planning and finding appropriate candidates for positions requiring a specific skill set. It’s important to project three to six months before you need to fill leadership and specialty positions. Many tech positions take six months or longer to fill. Companies must ask themselves which positions will be difficult to fill when a vacancy or need arises.

Should Your Company Be Recruiting or Acquiring?
The areas with the greatest skills shortages are those that most need a talent strategy. A push toward green technology in manufacturing leads to a greater need for reskilling. IT and tech fields are in much greater need of a strong talent acquisition strategy. Having a passive talent pool ready will save you time and give you a leg up on your competition.

Recruiting the best and brightest employees isn’t a one-time-only event. It is a continuous process of networking and building relationships with top talent. Recruitment is a long-term strategy to make hiring more efficient and productive. Newcomers will be attracted to your company as a great workplace, and the company will thrive.

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Source: https://www.jobvite.com/blog/recruiting-process/what-is-the-difference-between-recruitment-and-talent-acquisition/#:~:text=Recruitment%20is%20about%20filling%20vacancies,require%20a%20very%20specific%20skillset.