What is talent acquisition? In the broadest sense, we can define it like this. Talent acquisition is the process of finding the most capable and passionate hires possible for each given position within an organization. Simplified: A company looking for the most skilled and dedicated employees possible. This probably sounds a lot like what you think of when you think of recruitment. But talent acquisition is about more than filling openings. In fact, some hires can take around half a year of planning!
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Luckily, .Jobs is well versed in talent acquisition. We can answer, what is talent acquisition? We can explain what sets it apart from recruiting. And we can make the whole process easier for you with the .Jobs network of targeted job search sites, including US.Jobs.
But we’re getting ahead of ourselves. We’ll start with getting into the obvious...
So what is talent acquisition? Or at least, what makes talent acquisition strategies so different from regular recruiting? Well, for one, recruitment is mostly about filling job postings. It’s not focused on long term strategies, it’s trying to find the right fit for a position the company needs filled now.
Meanwhile, talent acquisition strategies are far more complex. In fact, they usually require a talent acquisition specialist, if not multiple talent acquisition jobs! The central philosophy is: Companies are internally shifting and externally growing. More people should be coming than going. To that end, talent management requires everything involved with finding, culling, and onboarding candidates. It also involves researching what the company will need down the line. And when it comes to specialists or leadership, the question “what is talent acquisition” boils down to research and salesmanship. After all, with limited candidates, you have to be appealing!
In other words, what is talent acquisition? A combination of recruitment, planning, projection, and marketing. The talent acquisition process can be just as involved in PR as in HR. But on a day to day level, how do things play out?
To understand what is talent acquisition like on a daily basis, we should break things down. While a given talent acquisition specialist has their fingers in many pies, their ultimate goal is the same as a recruiters. They’re trying to find the best possible talent. It’s just that talent acquisitions strategies are longer term and have more time to focus on quality over immediacy.
While there is a TON of prerequisite work, this is the rough order of what is talent acquisition process steps.
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Creative talent acquisition strategies require knowing what you’re selling. Your brand is an aggregate of several things. One, what you want it to be-- what you post to your site or social media. Two, what news stories have come out about you, both good and bad. Three, what employees say about you, both past and present.
Once you know how you’re perceived, you can work on building a brand. What sets your product apart? What about your workplace? How about company philosophy? Participate in your community and create content around this goal. And remember, you’re selling to competitive candidates just as much as customers. Speaking of candidates...
What is talent acquisition without getting ahead of the curve? Those with talent acquisition skills aren’t just looking ahead to what jobs a new branch will need. Nor will they focus just on who’s leaving and/or needs replacing. Rather, a good talent acquisition specialist should be figuring out what jobs the company will need, even if management doesn’t know yet.
As departments grow, will you need to create more middle management? Is there enough demand for certain work to stop using freelancers and just hire some people full time? Well, that’s for a talent acquisition specialist to decide! This takes significant research into the holes in supply and demand, and how to solve those issues.
Once talent management has figured out what they’re selling and what they need, it’s time to recruit. This is, inevitably, easier said than done. When you need specialists such as writers, graphic designers, and information specialists, it will take time to find the right fit. After all, these people will have to fit in exceptionally well with a company’s brand and culture. And leadership can be just as tricky. Does a candidate have the same philosophy and goals as the company? And can they execute on their vision? Recruiting is perhaps the biggest parts of what is talent acquisition. It’s a mix of how you present yourself when not recruiting, and how you sell both a position and workplace.
The good news is, this is the part where .Jobs can help. .Jobs owns tens of thousands of targeted job search sites. For instance, all US based jobs will end up on our popular US.Jobs, and a multitude of other related sites. And with industry low rates starting at $99, getting your job opportunities to the masses is inexpensive and effective with us! When you’re done reading, feel free to contact us for more information! In the meantime, we’ll discuss the next part of what is talent acquisition...
Once you’ve collected plenty of great candidates (with US.Jobs and the .Jobs network!), you’ll need to decide who you want most. This isn’t just a matter of interviews, resumes, portfolios, and intuition. A solid chunk of the talent acquisition process is a matter of creating and maintaining an efficient hiring pipeline. This means streamlining the assessment process, getting back to candidates quickly, etc.
To do this, you need a solid talent management system in place. What information do you really need from candidates? What are you really looking for? Do you have a good way of contacting candidates, both to let them down easy and to move them on in your talent acquisition process? And how are you keeping track of the candidates on your end? You can’t answer “what is talent acquisition” without answering these questions.
As with assessing candidates, the talent acquisition process for onboarding requires optimization. The company, of course, is going to require that certain things are signed. There will also be the requisite training, tutorials, and reading material. You have to make sure the candidate gets through these in a timely manner. But what is talent acquisition reception? Well, hospitality needs to be one of your talent acquisition skills, too.
You’ve spent all this time cultivating a brand and selling the position. It would be a waste to not make employees feel welcome and excited once they’re actually hired! To that end, you need to ease new hires into the company culture. With all the company required information, talk about benefits, perks, events, and other fun aspects of the employer. Giving a warm reception that’s also efficient can be difficult to pull off. But what’s what makes talent acquisition jobs specialized, after all.
The relationships a hiring manager builds over the recruitment part of the process (through the .Jobs network and US.Jobs!) don’t end with a hire. For instance, you can help your new hires not only acclimate, but thrive and grow in their new role. And if you’re looking to fill leadership roles, what is talent acquisition if it doesn’t look internally? Helping acquired talent get the training and opportunities they need to grow can generate the perfect, knowledgeable candidates you need.
But you shouldn’t forget about all the potential hires you passed over. With efficient and open recruitment and assessment processes, you can maintain healthy relationships with multiple great candidates. Remembering their experience and what made them stand out can be extremely helpful down the line. Even if you’re not filling the same positions, but similar ones, you already have interested candidates to pull from.
And if we haven’t made it clear, sites like US.Jobs across the .Jobs network can make this process far simpler. Without needing to worry about outreach or skyrocketing expenses, you can focus on the candidates and other aspects of the process. Working with .Jobs is low risk, high reward. Now that what is talent acquisition is clear, contact us today to find out what we can do for you!
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