{"id":183,"date":"2019-11-07T19:06:00","date_gmt":"2019-11-07T19:06:00","guid":{"rendered":"https:\/\/www.goodwall.io\/blog\/?p=183"},"modified":"2020-06-12T06:49:28","modified_gmt":"2020-06-12T06:49:28","slug":"talent-acquisition-vs-recruitment","status":"publish","type":"post","link":"https:\/\/www.goodwall.io\/blog\/talent-acquisition-vs-recruitment\/","title":{"rendered":"Talent Acquisition vs. Recruitment: Is There a Difference?"},"content":{"rendered":"
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Talent acquisition and recruitment are terms often used interchangeably, but there are some distinct differences between the two. While recruitment is more short-term focused and involves the process of filling a position, talent acquisition is a long-term strategy for establishing a talent pipeline that meets a company\u2019s key staffing needs. Recruitment can actually be a part of a broader talent acquisition strategy, just as employer branding and candidate sourcing are also a part.<\/p>\n\n\n\n

No matter the company size or industry, having solid talent acquisition practices is linked to strong overall company performance. In fact, research by the Institute for Corporate Productivity<\/a> (i4cp) found that high-performing companies are more likely than low-performing companies to have a robust talent acquisition strategy. To determine if you have a talent acquisition vs. recruitment strategy in place, consider the following differences between the two:<\/p>\n\n\n\n

CANDIDATE ENGAGEMENT<\/strong><\/h2>\n\n\n\n

Recruitment focuses on finding candidates for a specific role, while talent acquisition cultivates and engages prospective candidates, creating a long-term talent pipeline. For example, young talent<\/a> still in college may not be a fit for your open positions now, but could be ready in a year. In that intervening time, a talent acquisition strategy will engage those potential candidates and build awareness about your employer brand so that they will be more likely to consider your company when looking at job opportunities. <\/p>\n\n\n\n

If you\u2019re a small or medium-sized business<\/a>, you likely don\u2019t have the resources to build a candidate engagement platform that nurtures prospective candidates over a period of time. However, a viable solution is to use a recruiting platform already established to attract the young talent who can fill your talent pipeline now and into the future.<\/p>\n\n\n\n

CANDIDATE SOURCING<\/strong><\/h2>\n\n\n\n

Recruitment involves finding a select number of candidates who are immediately ready to move through the interview process, whereas talent acquisition involves investing more effort into sourcing a broader range of candidates. Candidate sourcing can be time-consuming. As an example, one study<\/a> found that almost half of surveyed tech recruiters spend nearly 30 hours a week on candidate sourcing. While it is indeed labor-intensive, candidate sourcing can identify candidates who fall into a range of categories, for example:<\/p>\n\n\n\n