Remote Work Glossary

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What Is Talent Acquisition?

Talent acquisition is the process of sourcing, recruiting, and hiring skilled employees to meet a company's long-term hiring needs. It involves planning and building a talent pipeline so the right candidates are available to meet an organization's hiring initiatives. 

A strong talent acquisition strategy identifies and attracts top talent through different channels like job boards, social media, and industry events. It uses proactive approaches such as employer branding, candidate relationship management, and leveraging talent acquisition metrics to evaluate the effectiveness of the hiring process. These strategies streamline hiring needs, making it easier for companies to respond quickly to changes in the market and fill critical roles efficiently.

Why it's important to have an effective talent acquisition strategy

Talent acquisition strategies are critical for companies that want to build a capable workforce because they create a steady flow of qualified candidates due to the long-term planning and relationship-building involved.

Specifically, well-executed human resources (HR) talent acquisition teams implement practices to help businesses:

  • Expand the talent pool: Sourcing potential candidates from various channels allows access to a wide range of skills and experiences.
  • Improve quality of hire: The time spent on talent acquisition allows a company to consider only the most qualified candidates.
  • Reduce time to fill: Because candidates have been proactively sourced and pre-qualified, critical roles require less time to fill, making hiring, onboarding, and workforce planning easier.

Is talent acquisition different from recruiting?

While recruiting fills roles efficiently, talent acquisition develops a sustainable workforce strategy that informs and enhances the recruiting funnel. The difference between talent acquisition and recruiting is that the former takes a strategic and tactical approach to hiring. 

With HR talent acquisition, HR professionals build relationships and create a talent pipeline for current and future needs. This approach goes beyond filling vacancies—it includes elements like employer branding and recruitment marketing to attract high-caliber candidates.

By comparison, recruiting generally means finding candidates to fill immediate open positions. It's more transactional and often urgent, focusing on quickly filling staffing gaps to meet short-term operational requirements. Recruitment involves posting job openings, screening resumes for required skill sets and competencies, conducting interviews, and coordinating with hiring managers to assess and select the right candidates. 

Core talent acquisition metrics

Talent acquisition metrics indicate where to refine recruitment strategies to better align hiring practices with business goals. They provide a data-driven approach to improving hiring so companies attract and retain top candidates.

Measuring these metrics can significantly improve a company's ability to compete for the best candidates. Some key talent acquisition metrics include:

  • Time to fill: Measures the days from when HR opens a job requisition until a candidate accepts an offer. This metric helps assess the efficiency of the recruitment process.
  • Cost per hire: Calculates the total expenses associated with hiring a new employee, including advertising fees, recruiter salaries, and administrative costs. This is critical for budgeting and optimizing recruitment spending.
  • Quality of hire: This evaluates the contribution of new hires to the company's success. It can be measured through performance appraisals and turnover rates among recently hired employees.
  • Source of hire: Tracks which recruitment channels deliver the most successful candidates. Knowing the most effective sourcing strategies helps allocate resources more effectively.
  • Applicant drop-off rate: Identifies at what stage candidates withdraw from the recruitment process. This metric can help pinpoint issues in the application process.
  • Offer acceptance rate: Refers to the percentage of candidates who accept a formal job offer. A low rate could indicate issues with the compensation package, the employer brand, or the overall recruitment approach.
  • Candidate experience: Measures candidates' perceptions and reactions to the organization's hiring process. This metric is gathered through surveys and candidate feedback at various stages of the recruitment process. Positive candidate experience can improve the company's reputation and increase offer acceptance rates, while negative experiences may deter the best talent from pursuing opportunities with the company.

How to improve the talent acquisition process

Focusing on three areas—efficiency, candidate experience, and technology—can improve a company's talent acquisition process. Here are some methods and strategies to implement. 

Streamline communication
Clear and consistent communication throughout the hiring process improves candidate experience and keeps potential hires engaged. Regular updates on application status and feedback can make a big difference to candidates.

Improve job descriptions 
Writing detailed, clear, and engaging job descriptions helps attract the right candidates. Highlight company culture, benefits, and career growth opportunities to make positions more appealing.

Use data analytics
Data can be used to identify bottlenecks in the recruitment process and make informed decisions. Using an applicant tracking system to analyze past hiring data helps predict future hiring needs and refine recruitment strategies.

Use talent acquisition services
Partnering with external talent acquisition services can provide access to a broader talent pool and specialized expertise. These services often have extensive networks and can help find candidates that internal teams might miss.

Use tech recruiting tools
Tech recruiting tools
such as coding assessment platforms and video interview software can make the interview process more interactive and comprehensive.

Focus on candidate experience
The recruitment process should be candidate-friendly. This includes a user-friendly application process, timely feedback, and a respectful interview experience. Positive experiences can turn candidates into advocates for a company.

Continuous improvement
Recruitment strategies should be regularly updated, and candidate feedback should be gathered to glean insights on where to improve.

Sourcing and assessing talent is often the most challenging and resource-intensive step in the hiring process. Regardless of experience level, Revelo carefully tests each candidate to ensure a skills match for your position while prioritizing English language proficiency and time zone alignment. Get matched with top developers in your industry.

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