The skills shortage remains the primary concern of talent leaders and the biggest threat to a successful talent acquisition strategy, affecting both productivity and profit, according to a recent survey.
The development of a high impact talent acquisition function supported by HR technology can overcome these challenges but differentiating between talent acquisition and recruitment is needed to achieve this.
Recruitment usually applies to a short-term response to the need to fill open jobs. It is normally a reactive process.
Talent acquisition requires a longer term approach to source, attract, hire and retain qualified candidates. Talent acquisition should be an ongoing strategy, regardless of whether your organisation has specific jobs to fill. It is invaluable for companies in sectors where skills are in short supply – but all businesses will benefit from a commitment to developing an effective, high impact talent acquisition strategy.