TALENT ACQUISITION

What it is, the steps in the acquisition process and how to improve it in your company

The Talent Acquisition team is probably the most critical driver of long-term positive growth within your company.

The professional profiles your company needs should be sought not at the moment when it becomes necessary to fill a gap in the organizational chart, but long before, by investing upstream in the search for the best talents.

Just like large companies, small to medium-sized companies, especially those in the digital world, must be aware that having a strategic recruitment vision can lead to significant savings and be the first step in creating a genuine Talent Acquisition strategy.

Discover in this guide how to implement it effectively and how Digital Coach can assist your company in finding the best talents through an inbound recruiting strategy.

Talent acquisition what is

Talent Acquisition: what it is and meaning

The meaning of Talent Acquisition refers to the process of identifying and acquiring qualified workers to meet your organizational needs.

The activities that a Talent Acquisition Team performs are as follows:

  1. Identification
  2. Acquisition
  3. Evaluation
  4. Hiring of candidates to fill open positions within a company.

Employer branding, future resource planning, diversifying a company’s workforce, and building a strong candidate pipeline are the cornerstones of talent acquisition.

In some cases, The Talent Acquisition team is part of a company’s Human Resources department, while in others, it’s a separate department that works in coordination with HR. The team in charge of this activity is responsible for:

  • Sourcing strategies
  • Candidate assessment
  • Compliance standards
  • Hiring and expertise in employment branding practices
  • Corporate hiring initiatives.

Talent Acquisition should be viewed as a strategic function, which encompasses not only the search for top professionals but also the ability to predict the profiles needed by the organization and create a talent pool that will be valuable for future business needs, thereby enabling the recruitment process to shift from “reactive” to “proactive.”

 

Talent Acquisition vs Recruiting

Understandably, many confuse these two roles, but Talent Acquisition differs from traditional recruiting and personnel selection in many aspects:

  • Talent Acquisition aims to identify candidates of interest for the company’s future needs, not just to meet the immediate need of filling a vacant position;

 

  • The Talent Acquisition process is circular, based on ongoing research and relationships with potential talents, while recruiting is more linear, with a beginning (the search for candidates for an open position) and an end (the hiring of the chosen candidate);

 

  • Talent Acquisition requires a proactive approach, based on planning and strategy, a deep understanding of the company, and the ability to anticipate its needs, unlike recruiting, which is essentially reactive and responds specifically to a particular need;

 

  • Talent Acquisition involves intensive branding activity: to attract talents, the company must maintain a good reputation over time, presenting a positive image of itself; in contrast, in recruiting, it is usually expected that the candidate makes a good impression.

In summary, the difference between Talent Acquisition and Recruitment lies in the fact that the former uses a continuous strategy to identify specialists, leaders, and future executives for your organization, focusing primarily on long-term human resource planning rather than short-term job demands, while recruiters are primarily oriented towards filling vacant positions.

Are you looking for new talents for your company but don’t know how to formalize or find them?

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Phases of the Talent Acquisition Process

As seen, Talent Acquisition is a long-term strategy based on a continuous and circular process, whose goal is to identify talents of interest to the company. The process, of course, also includes the actual recruiting phase, which is aimed at hiring, but it begins much earlier.

Some key elements in the Talent Acquisition process can be identified, as also indicated by the “Society for Human Resources Management,” the largest international association of HR professionals:

1) Plan your resources
Planning is an essential phase for finding collaborators in the medium to long term. It is necessary to conduct a thorough analysis of the resources needed, taking into account the company’s business objectives and budget.

2) Build your employer brand
Candidates also research and study companies they intend to apply to. Companies must convey that their corporate culture, benefits, and growth opportunities are better than those of competitors. This is employer branding, the construction of their reputation as an employer. Of course, the primary channels and tools for an effective strategy in this regard are the company’s career opportunities page on the website and social media.

3) Candidate Research and Selection
Talent Acquisition should start with internal research, meaning it should identify among the existing employees those who could fill strategic positions in the future. This reduces time and costs and is also a motivating and rewarding element for employees, as they feel appreciated and rewarded for their work.

External research remains essential, where alongside traditional tools, the web and social media play an increasingly important role. Dedicated platforms like LinkedIn and Facebook groups for professionals are the virtual places where companies often search for collaborators. In fact, the term “social media recruiting” has been coined to describe this practice.

4) Use Technology for Recruiting
The use of artificial intelligence in selection has become a well-established practice, and recruiters are familiar with the possibilities offered by Applicant Tracking Systems (ATS), software that automates and tracks the selection process.

In Talent Acquisition, Applicant Tracking Systems are indispensable tools for managing candidate information and analyzing data for a more efficient talent search.

5) Plan and Develop an Effective Onboarding Program
Talent Acquisition doesn’t end with hiring a candidate; it should continue with a specific onboarding plan that facilitates the integration of the new resource into the company culture, providing them with all the tools and information needed to work effectively. This is a true strategic process because the company must not only find talents but also develop and retain them.

6) Analyze Data
Analyzing data improves the effectiveness of Talent Acquisition, allowing for a precise assessment of candidates’ potential for a role even before making a job offer. Therefore, computerized recruiting systems and technologies such as AI (artificial intelligence) and machine learning become essential tools.

Find new resources and collaborators through the Digital Jobs portal

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Effective and Strategic Talent Acquisition

For an effective Talent Acquisition strategy, you need appropriate IT tools and a strong employer brand. However, a key point for a successful strategy is the ability to place the candidate at the center of the recruitment process. Lengthy and slow procedures and non-transparent communication can deter potential candidates from engaging with a company.

The candidate’s experience remains the central focus, and it is a fundamental goal for every individual Talent Acquisition Specialist or Manager. It should be nurtured not only during the recruitment phase but much earlier if the company truly wants to find the best talents.

Enhance Your Company’s Talent Acquisition with Digital Coach

To aid talent development and recruitment processes and facilitate Talent Acquisition even for companies without an HR team or an internal department dedicated to this, operating in the digital realm, Digital Coach has created the Smart Work Experience. It’s a short internship done remotely, during which one or more teams of 3-8 participants work on company projects under the supervision of a company tutor.

For participants, it’s a learning-by-doing opportunity, while for the company, it’s a chance to select and potentially train young candidates who could be placed in internships or other contractual forms in the future.

Benefits for your company include:

  • Assigning routine tasks to interns that employees might no longer want to perform or don’t have time for, providing operational support.
  • The opportunity to recruit motivated young digital talents who have completed structured training in key areas of digital marketing with Digital Coach.
  • Getting to know them in action, evaluating their performance, and selecting the best candidates during their work experience, potentially offering them further employment or collaboration. This way, you can benefit from individuals trained by both Digital Coach and the company and immediately operational.

Create or support your Talent Acquisition Strategy with Digital Coach. Visit the dedicated page to explore all aspects of Smart Wex, learn about additional benefits for you and your company, discover our current partners, and hear testimonials from our top students or contact us to arrange a meeting with your company.

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