Talent acquisition is a term we often see banded around, has little meaning to many is often misunderstood. Talent acquisition may be a new term but has been around for a long time under different guises.
Whilst recruitment is more reactive and short term (there is a requirement and is handled in isolation), talent acquisition is an ongoing long term strategy to identify key personnel (a hard to find skill set perhaps), leaders or future executives for your company.
Essentially, talent acquisition focuses on long-term planning and finding appropriate candidates for key positions for a business – the process of identifying and acquiring skilled workers to meet your business needs.
Growth orientated businesses will often have talent acquisition teams, separate to their HR team who are responsible for identifying, qualifying, assessing, and hiring candidates to fill positions within a business. Talent acquisition is a link in the resource planning strategy and developing a talent pool and robust talent pipeline are the foundations of successful talent acquisition.
In summary, talent acquisition (done properly) plays a valuable role in developing employer branding and communicating that brand to potential or passive candidates and are for managing the candidate lifecycle.
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