What is talent acquisition?
As briefly explained above, talent acquisition is focused on personnel recruitment and long-term retention. Talent acquisition is part of the overall talent recruitment strategy. With Talent acquisition you think about the ambitions of your company, and the personnel challenges that accompany them. Also the setting up of a flexible shell can be part of the tasks of a talent acquisition manager. The more successfully talent acquisition is carried out, the less pressure will be placed on recruitment. A good talent acquisition manager is capable of making predictions in the area of supply and demand of personnel, and the associated qualifications. Because of those predictions, a recruiter is already prepared at an early stage for the vacancies that need to be filled in the long term.
Employer branding as part of talent acquisition
One of the most important components of talent acquisition is
employer branding
. It is important to investigate the value of your own brand. What makes you attractive as an employer, and what doesn't? When attracting talent, it is important to look for the right talent. You do that by clearly communicating what your brand stands for and what the shared norms and values are. This way you avoid attracting people who will not remain connected to you for a long time because they do not fit the company culture. Talent Acquisition also focuses on other fronts for sustainable employment relationships: by offering training and education, and by monitoring what the learning needs of the employees are.
Building a sustainable relationship with talent recruitment and talent acquisition
To be able to realize those sustainable relationships, intensive cooperation with recruitment is necessary. By sharing analyses and strategies,en monitoring the needs in the labor market, recruiters can be optimally prepared for the vacancies that can be posted. Conversely a recruiter can share useful information with talent acquisition managers. A recruiter can identify certain requests or questions, and report them back. If more is being asked for certain conditions for example, such as working from home, it is good to embed that request in the employer branding. Also recurring questions about, for example, job descriptions or required qualifications are valuable information.
Relationship management as a success factor
Not only is the relationship between recruitment and talent acquisition important for a successful personnel policy, but relationship management with employees is also of great importance. It is important not only to map the ambitions and talents of current employees, but also to have and maintain visibility of employees who are leaving. Where are they going? And what is the reason for leaving? Was there anything you as an employer could have done to retain the employee? All of this information can be of great value in sharpening your employer branding. The same applies to candidates who were rejected but who had potential. It is interesting to keep in contact with them and to see at what point in their career they are ready to make the move to your company.
