Recruiting and Talent Acquisition

Talent Acquisition Vs. Recruitment

Talent Acquisition Vs. Recruitment
Reading Time: 3 minutes

There are a couple of factors when considering the difference between a recruiter and a talent acquisitions specialist. Yes, both are in similar fields and deal with filling positions for expanding companies, departments, and teams. So how does one role stand apart from the other? The best way to start is to narrow responsibilities and job descriptions. Let’s get technical.

What is Talent Acquisition?

The service talent acquisition brings to a company is instant as well as long-term driven. Of course, hiring for urgent needs is important, but sustaining the growth of an organization is dependent on the strategy and dedication of a specialist.

A typical list of responsibilities for a talent acquisition specialist includes: working with hiring managers and identifying company needs in terms of staffing, talent sourcing, interviews and screenings, and master-planning the continued effort in hiring. Most talent acquisition jobs require previous experience and expect a degree of knowledge about acquisition technologies for a more streamlined applicant-to-hire process. 

Businesses are putting a lot of faith in the person and practices involved in their development and retention. Thankfully, this huge task is balanced out with a huge gain in salary range where a specialist can make anywhere from 49k up to 125k a year, and that’s not including the special commission packages or bonuses their company may offer.

What is Recruitment?

Though we’re not talking about military enlistment, there’s definitely a “front lines” vibe for those working in the recruitment industry. More often than not, hiring for small to mid-sized and larger organizations can take a toll. Whether it’s the human resources, time, money, or tools needed to source talent, there are plenty of benefits to working with a recruiter.

As far as responsibilities go, many tend to cross paths with a talent acquisition specialist. Some outliers include: casting a wider net regarding both active and passive job seekers, top talent management for multiple clients, and working with candidates that may not fit client needs but who are otherwise looking for gainful employment or a career change.

When it comes to how much a recruiter makes, there can be some discrepancies because there are different forms of recruitment as well as avenues for becoming a recruiter. A recruiter can earn anywhere between a 53k and 113k yearly salary on average. But again, that’s not including additional pay in commission structures or bonuses. 

With the ups and downs of the job market and the outcry for work-from-home and remote job opportunities, recruiters have evolved their professional and financial status as they put their matchmaking skills to the test across industries and locations with fewer limitations.

becoming a recruiter

Talent supplies

Having a steady flow of candidates in one’s pipeline is necessary for talent acquisition and recruitment. Doing so allows specialists and recruiters to market both urgent and potentially beneficial hires to the companies they work with or for. 

Long-lasting placements are dependent on professionals who take the time to understand workforce trends as well as the needs of companies and organizations in their respective industries. Those involved in direct sourcing are always honing their skills to continue attracting top talent even during labor shortages.

Finding the next gear

Depending on the growth desired while hiring, the tools, strategies, and approaches to talent attraction and sourcing often shift. Digital transformations have greatly impacted the role of recruiting, and recruitment technology is in part how those in this profession have been able to experience the laptop lifestyle. 

Of course, development and adaptation are also due on personal levels if either in the talent sourcing industry want to be effective when targeting the newer generations of workers entering the job market. Whether it’s through extended training or external coursework and programs to continue their growth, the craft of matchmaking requires constant upkeep. At the very least, both recruiters and talent acquisition specialists should practice updating their tactics with specific or targeted job boards, writing more dynamic job listings, and being creative with their job descriptions.

Making a career in professional matchmaking is easier said than done, and it can take some time to build up a portfolio and a name for oneself in the industry. But there’s no need to go about it alone. Find out more about recruitment and talent acquisition by speaking with a member of gpac’s team.

Contributed by Mary Dominguez

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