Talent Acquisition is Not Recruitment

Recruitment is basic activity; it is a process of filling a vacancy that is meant for a scheduled task in a company. It is a tactical exercise that is implemented using standard procedures. Most of the recruiting concerns are job search agencies that are land based and work online as well. The sweet thing about the Internet is that land based work can be replicated with ease on the Internet and often with greater yields. The online job search has really fired up the acquisition process for agencies but when you look for diverse attribute in the personal then the entire paradigm shifts, and requires efforts and organizational skills that lead to a creation of a leading staffing agency.     

This does not mean recruitment is a menial exercise because candidate evaluation and accreditation are looked into and full stop. This is done as regards the challenging nature of the post. For staffing concerns a more effective and deeply analytical evaluation has to take place if it has to create the right work force for its partner company. The article would gain more relevance if it says that recruitment is identifying and acquiring skilled workers while in case of staffing it would be acquisition of impressive talent and people with excellence in management in the relevant field. High degree of performance is the yardstick.  

The talent acquisition team is specialized in discerning niche human capabilities as well as character extraordinary. Talent acquisition is a constant process using reach, networking through social media and land based network. This is complimented by in house processes developed using smart technologies programs that help in the analytical and selection processes. 

While recruitment is a tactical problem to be solved with urgency talent acquisition or staffing is a strategy. The latter is in conjunction with a partner’s need, the type of candidate it seeks and suitability in its environment. A partner expects leadership quality and challenging performance especially people at the helm. 

In order to fulfill the goals the agency should itself be an attractive place to lure suitable candidates. This will much depend upon past performance and reputation it has garnered. In fact this is the only means of leveling the trust deficit in case of new comers in the industry. Besides the processes intelligent workflows should be seamless between the performers in house and output should be a real time context rich experience to the partners. This is amalgamation of people and technology. Excellence in management is not restricted to a particular concern it is ubiquitous across the industry. 

Large firms dependent upon talent acquisition capabilities as well. But their impressive size works for them to out compete smaller ones. The adage big fish eat small fish is true in a competitive industry like staffing, but smaller ones can out perform by excellence and team work.                

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