Do you know what the talent acquisition approach can do for companies? If you don’t know this concept, this content is the right opportunity. Also, see how to adopt this method in forward-thinking organizations.
In this article, we are going to talk about talent acquisition, its benefits and its importance as a long-term strategy. In addition, learn about the main responsibilities of the professional who works in the area. Don’t miss the opportunity to further qualify the attraction of talent in your HR.
What is talent acquisition
Translated from English, the term means acquisition of talent and represents a strategic approach used by companies to identify, attract and integrate the most qualified professionals.
The aim of talent acquisition is to efficiently meet the needs of the business, seeking employees with skills and aptitudes compatible with the position or function. After all, Human Resources professionals must find the right person for the right job , promoting the perfect fit, like a jigsaw puzzle.
The main characteristic of talent acquisition is that it is a cyclical process, dedicated to building relationships. This strategy anticipates future hiring needs by creating a talent pool for the company. That’s why we say that talent acquisition is geared towards long-term results.
Knowing the particularities of each sector and keeping current employees motivated is a smart strategy for companies.
Differences between talent acquisition and R&S
In the corporate world, there is often some ambiguity between talent acquisition and recruitment and selection strategies . It couldn’t be different, as both have filling vacancies as their primary objective . However, they are different concepts and we will explain why.
While recruitment tries to fill vacancies in the shortest time possible, talent acquisition is a more strategic and elaborate action, as it seeks to fill positions in the future. Therefore, today, the acquisition of talent is looking for professionals who will be able to assume high positions in the company’s hierarchy in the future.
It is, therefore, an ongoing process capable of identifying more qualified candidates for executive and leadership positions or for positions that require more consistent training . This provides for the creation of a talent funnel.
In these cases, this approach is more suitable for sectors with a greater lack of qualified professionals. Among them are the areas of technology, energy (oil and gas industries), telecommunications, leisure, tourism and construction. Generally, these niches are the most affected by the lack of qualified labor.
To strengthen; the main difference between talent acquisition and R&S concerns the time devoted to executing and planning each of them .
So, while the first takes longer to execute and look for candidates for future hires, the second is part of acquiring talent. Since it recruits people in a practical and immediate way, usually to meet rehiring needs or to fill vacancies.
But after all, are there similarities between talent acquisition and R&S? Yes, check it out:
- attraction of talents ;
- screening of candidates;
- onboarding process for new hires.
Therefore, despite having common characteristics, both tools differ in their purposes.
In short, talent acquisition takes a long-term view of how to equip the company with the skills and experience it will need in the future to continue delivering results. Recruitment, on the other hand, is an imminent and reactive process , aimed at finding candidates to fill open vacancies.
Importance and benefits of talent acquisition
As it is a cyclical and long-term strategy , talent acquisition benefits companies by offering, at any time, relevant information about qualified professionals. In general, see the advantages of this tool for attracting and screening professionals.
Improves candidate journey and employee experience
By implementing a talent acquisition program, people management is able to highlight the mission and values of the business . In this scenario, candidates who are truly aligned with the organizational culture will identify with the company.
In this way, in addition to awakening in professionals a strong feeling of appreciation, they feel more engaged, from the stage dedicated to recruitment and selection. These conditions improve the candidate’s journey and qualify the employee’s experience at work after being hired.
Develop new solutions
When done well, the acquisition of talent works as an important strategy, as it considers the skills of employees and how their abilities can contribute to the company .
As a result, the organization can take advantage of technical, behavioral and cognitive talents to develop efficient and disruptive solutions. Thus, the project conquers another level in the market, better and more prominent.
Increases operational efficiency
Talent acquisition provides intelligent and global recruitment of people , with reduced costs and filling gaps caused by professionals leaving the company or a possible new vacancy. The focus of this strategy is completely on finding the right talent, so other issues should not be a deterrent.
Thus, when the company needs this new talent, the chair will not need to be empty for a long time, the demands will not accumulate and the team will not be overloaded, as new talents are being found continuously.
relationship with the market
With this strategy, the company maintains a constant exchange and contact with market professionals. In this way, the organization is able to attract professionals to open positions or invite them to online training, envisioning similar or developing opportunities. Here, the company’s image is highlighted, as it transmits to professionals the possibility of developing their careers and creates a solid relationship of trust.
Tasks and Responsibilities of the Talent Acquisition Professional
As important as knowing the concept and benefits of the talent acquisition approach is to understand the tasks of the person responsible for this strategy .
Thus, the main duties of the recruiter in the area are to find, analyze and hire the professionals most aligned with the organization’s demands, thinking about the present and future of the business.
The talent acquisition can be hired from a third-party company or be a member of the in-house HR team. In any case, to work in the role, the professional must have some specific characteristics:
- have an understanding of employer branding ;
- accumulate knowledge about recruitment techniques and strategies and candidate profile analysis ;
- maintain high hiring standards ;
- master good people management practices ;
- present solid knowledge about the company and its respective market ;
- demonstrate knowledge about conducting onboarding .
Finally, the professional in the area should seek updates on new market trends and human resources . Here, creating a talent pool that is really interesting for the company is also valid.
Talent acquisition area indicators
It is important to highlight that, in order to attract, hire and retain the best talent, some indicators must be pursued by companies.
Understanding the different areas that make up an organization is essential for professionals who wish to develop talent acquisition. With a careful eye, it is necessary to glimpse which positions (or positions) may appear in the organization chart to meet customer and market demands.
Once again, having solid knowledge about the inner workings of the company is critical. Always considering the profiles that are already part of the workforce, in addition to those that can add to existing skills and abilities .
These actions contribute to segmenting the workforce and require a strategy based on planning, preferably elaborated with the participation of managers from all areas.
Metrics and Analysis
The talent acquisition approach lacks metrics capable of tracking and verifying scenarios. Thus, by collecting and analyzing crucial data for the company , it is possible to improve the people management process and, consequently, make better hiring decisions.
Planning and strategy
Planning is essential for an effective talent acquisition strategy. Unlike recruitment, talent acquisition requires a detailed and in-depth diagnosis of the company’s needs . In addition to a thorough analysis of future scenarios.
As we have seen, the HR professional needs to have a broad vision of the business, considering all present and future possibilities. This without forgetting to assess the possibilities of the local and global market .
The fiercer competition between companies also affects the labor market. Therefore, organizations need to implement strategies to attract new audiences and better talent .
To stand out in an environment where the offer of brands and products is gigantic, organizations need to strengthen their employer branding, that is, ensure that their brand is, in fact, attractive. Preferably keeping a clear, transparent and direct speech in the acquisition of new talents.
Today, creating ways to achieve a positive image and build a strong and interesting organizational culture requires organizations to show themselves as a good place to work . In this sense, having a reputation, quality products and services is essential.
The result of these efforts reflects in the attraction of the best candidates , awakening in them the desire to belong to that company.