Anupam Jauhari, Vice President – HR, Infogain
Talent acquisition is a vital part of HR process; it not only recruits candidates to filling existing vacancies, but also utilizes the candidates and their skills to fill similar positions in the future as well. Talent acquisition planning & strategy requires an understanding of the workforce environment and the eye for the global considerations. It identifies future position in an organisation by series of management plan or analysing history of certain positions. This not only limits itself to hiring skill talent but also includes elements of employment branding building positive candidate experience, managing candidate communities and maintaining relationships with potential candidates to continually build and enhance the talent pool for an organisation.
Many people think that the terms recruitment and talent acquisition are synonymous, but companies who keep an eye on the big picture know there’s an important difference between the two. Recruitment and talent acquisition are comparable to short-term and long-term—quick fixes versus long-term planning. Both approaches may be used depending on the circumstances, but one tends to be tactical in nature and the other, strategic.
Internal hiring managers can improve overall recruitment planning with a basic understanding of the strategic nature of talent acquisition. Independent recruiters can likewise improve relationships with employers by better understanding the unique role that acquisition plays in helping a company achieve its strategic vision. ”