Talent acquisition: beyond the recruiting process there is the search for the best talents on the market: let’s better know together this HR process and how it works.

HR Talent acquisition: what is it?

When we talk about Talent acquisition we mean, literally, the process of recruiting the best talents on the job market. It is a process that has to be strategically integrated into the business objectives, to contribute to the improvement of skills and more generally to the growth of the company itself. In fact, to remain competitive on the market, it is not enough to manage to fill in the open positions from time to time without a true Employer Branding strategy that includes the Talent Acquisition process: in this way, in the crucial moments when a new recruitment is to be open, the company will be able to count on a lean and effective recruiting process that facilitates the hiring of talented figures.

Are talent acquisition and recruiting synonymous?

The difference between these two terms is very small but substantial: the recruiting process includes all the actions and activities that are part of the search and selection of personnel, to be implemented immediately as soon as the need to open a new selection is identified. We can say that recruiting is an operational activity with a short time horizon. The Talent acquisition process, on the other hand, is long-term oriented and has an important strategic reflection, with the aim of enhancing the company's know-how and skills. It responds to a continuous strategic need, necessary to guarantee the company a solid and competitive future, rather than immediately filling a vacant position.

HR talent acquisition: how does it work?

Let's now think about the priorities of talent acquisition and how they can be translated into practice:

- Good planning is the secret behind any strategy: to activate an effective Talent Acquisition plan, it is necessary to clearly identify the company objectives and formulate a budget, as well as medium-long term planning for the expected results;

- It is therefore advisable to ensure that HR and recruiters are equipped with all the tools, digital technologies, economic and organizational resources necessary to ensure an effective and efficient recruiting process;

- At the same time it is necessary to share the defined Talent Acquisition strategy at top management and HR level, in order to optimize dedicated resources and defined procedures, adapting processes and tasks to the available organizational resources;

- It is also essential that recruiting and talent acquisition are part of a broader and coordinated Employer Branding strategy, aligned with company values ​​and corporate image, to guarantee a value proposition to candidates, future employees;

- The last step is to ensure the monitoring of the results of the implemented strategies, through the measurement of HR Analytics and defined KPIs, to always ensure that the talent recruitment process is effective and updated according to market changes, competitors’ actions or the macro-economic dynamics in place in the reference sector.

The Talent acquisition specialist: a new professional figure?

To implement the strategies described above, companies often decide to equip themselves with a specific figure: the Talent Acquisition Specialist. This is a relatively recent figure, who has a strategic role in the organizational process and for the achievement of the set results.

Specifically, the role of the Talent acquisition specialist is a very delicate one, as he/she has to be able to manage relationships with best potential candidates, dealing with the entire process of researching and recruiting talents for the company. It is essential to act in continuous coordination with the company's top management in order to be able to align strategic requests with market research and related Employer Branding actions.

Such a kind of resource allows the most innovative and competitive companies to build a significant competitive advantage over their competitors, guaranteeing the organization the creation of strict contacts with the best talents on the market and, on the other hand, offering candidates a reference in the company with whom to build a relationship of trust and transparency, making them feel at the centre of the candidate experience.

This professional figure has to manage the entire recruitment process, carrying out a careful analysis of the profiles and managing all the interview activities and measurement of skills and competences: it is necessary that he/she has an open and brilliant mind, to guarantee an inclusive approach during the selections and fair evaluations, free from bias and prejudices that could deprive the organization of important skills and of the added value given by the talent diversity.

Not all companies can afford such an investment and it is often difficult to identify the one that best suits their needs. But this does not mean that companies have to give up on the search for the best talents on the market.

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Glickon Seek solutions for Talent Acquisition support HR and companies with simple and effective tools, designed to ensure all the necessary features for a unique and unrepeatable candidate experience, which can facilitate the relations between talents and organizations.