What are the differences between the Recruitment and Talent Acquisition functions? The boundary between the two is often blurred, resulting in real confusion when it comes to recruiting talent or defining Talent Acquisition specifications. Yet it is easy to differentiate them, even if they share attributes or responsibilities.
The profiles of Talent Acquisition Manager and Recruitment Manager are distinct. Although they all have in common the “recruitment” function, the Talent Acquisition Manager favors a strategic approach. His method is based on an in-depth study of the components and actors of recruitment. It analyses and models its tools to identify, attract and retain talent that Pierre Miralles defines as people with both “excellence and difference”.
Marketing for a long-term vision vs. short-term hiring
Talent Acquisition begins to work well in advance of the recruitment process, unlike the executive recruiter who often has a shorter term vision with a need for a vacancy to be filled. At this stage, its purpose is to find the formula for correlating talent expectations with your company’s existing or future needs.
Employer brand enhancement vs. recruitment policy
Its main mission is to attract rare pearls to you and keep them within your company. He cannot achieve this objective without mastering your employer brand and without a marketing strategy.
All internal and external data (turnover, number of employees, opinions, balance sheet of the last recruitments) are scrutinized. It then uses this information to anticipate and define the main lines of the strategy that it will use to:
- Enhance your employer brand by giving it a strong image among candidates
- Create a talent pool that can be activated because it is animated
- Establish a low-cost recruitment process that is also attractive to talent
- Manage and maintain talent within your team over the long term.
Business-related planning/strategy vs. human resources management strictly speaking
Laurence Holobon, corporate talent director of the Bel Group, described Talent Management as “a virtuous alliance between business and people”. Given that Talent Acquisition includes both employer brand marketing and recruitment, this definition is fully justified.
The starting point of Talent Acquisition is simply your business strategy. Its strategy will be based on the following questions:
- What skills does the company need to achieve its revenue target? Are they already present in the company or should they be found externally?
- When to recruit them?
- Which marketing campaigns should be used to get a 100% guarantee of recruiting and retaining them in the company?
New technologies as a tool for action vs. proven recruitment techniques
Talent Acquisition involves a strong and almost permanent use of new information and communication technologies. Indeed, the talent war has moved on the Internet thanks to:
- Social networks (Twitter, LinkedIn, Facebook, etc.)
- To cooptation
- Career sites that must offer the best experience to candidates in order to retain them,
Talent Acquisition places these information/communication sources at the heart of its data collection and analysis methodology. He finds resources and inspiration to attract candidates by being a executive recruiter, a sales representative and an adviser.
Use of analysis tools inherent to the entire process vs. traditional evaluation
Performance indicators, database, dashboard… Nothing is superfluous in Talent Acquisition! Not only does the professional act, but he also carries out a permanent evaluation of his approach and the results obtained. It therefore needs powerful analysis tools such as KPI’s, but also sophisticated recruitment software.
A multidimensional profile vs. HR and business profile
Be careful, the Talent Acquisition Manager is not necessarily an expert in his field. It must be said that the profile covers a large number of disciplines: recruitment, human resources management, marketing, candidate and job coaching, IT, etc. The Talent Acquisition Manager is a versatile profile. In large companies, the position is usually held by a former HR executive who has had the opportunity to be in charge of the marketing or financial department, or to be fully involved in the company’s decision-making sphere in his or her career path.
Digital Executive Recruiters supports you in the choice of your analysis tools and in the implementation of an effective recruitment strategy.