The talent acquisition is made up of the power functions such as the HR professionals, hiring managers, source drivers as well as the recruiters. It is the process of searching the right person as worker or labor for the organization who is skilled in his / her prior field, as well as it is also used to meet any labor recruitment. The talent acquisition typically refers to the team or the department of talent acquisition whenever it used in the sense of the recruiting as well as the profession of human resources within the human resource department. The team or department of the talent acquisition in the organization is answerable for the assessing, finding, acquiring as well as hiring the employees in the organization for occupying the posts that are required to meet the goals of the company as well as the filling the requirements of the project. Furthermore, the task of the organization is to find a skilled person for the job offered in the company. Talent Acquisition is placed under the umbrella of human resources, as well as it includes the attracting, sourcing, interviewing, screening, hiring as well as onboarding the labor (Bhatnagar, 2010).

Recruiter within Talent Acquisition

            The successful team of talent acquisition depends upon the recruiters. It can be understood with the help of some key points. Firstly, it provides some help to become a people-oriented person. The person who is using it, be a comfortable making as well as maintaining the strong relationships, especially with the types of personality, jobs as well as the industry. The related people or employees who have better knowledge about the actual needs of the company as well as can better perform his job to fulfill those requirements in an efficient manner (A. A. S. T. H. A. Tyagi, 2012). A background in sales may be outstandingly very helpful as well as the since you want to become the top talent sign forever, such as you are eventually within the selling business jobs by promising the applicants as well as promising the applicants for the top stakeholders. The talent acquisition professionals require to think like a hunter because sometimes it becomes more important (Porter, 2011).

Difference between Talent Acquisition and Recruitment

            Most of the people think that the talent acquisition and recruitment are same as well as they see both of them as synonymous while the organizations that have a wide and clear insight, they believe that there is a significant distinction among these terms. The companies differ them and explain the different manner by doing the comparison of the talent acquisition and recruitment such as the long term and short term planning. Both of the strategies can be used in some circumstances but the workability of both of them is different because one approach is working on the basis of tactics while the other one based on the strategy (Dutta, 2014).

The overall planning can be improved with the basic understanding of the strategic nature of talent acquisition by the internal hiring managers. The relationships can also be equally improved by the independent recruiters with the employer by getting good understanding of the exclusive role. So the acquisition plays a role for the provision the support to the company achieve the strategic visions. Furthermore on the topic of difference between the acquisition and recruiting, both has the similar objectives such as placing within open positions while many distinctions among both of them exist. A short term head headcount needs are addressed by the job recruiting. On the other side, the talent acquisition is a human resource strategy which factors in long term goals of the organization as well as overall business as well as it acknowledges that a huge role can be played by the people in a future success of the company. Furthermore, the talent acquisition is a continuing process that finds the right and skillful applicants for different positions, roles, duties, and leadership as well as the jobs which need the specialized training.

Talent Acquisition VS Recruitment

The talent acquisition is the continuous process to find the leaders, specialists or the executives for the organization. The talent acquisition focuses on the long term human resources planning as well as it focus on to search every for the appropriate applicants that are skillful and best fit for the job. Furthermore, the talent acquisition is more focused on the strategies to fill those positions of the job that are considered tougher. It is very significant for the project that require around four to seven months onward of when the human resource department require to fill the particular post in a company with the leadership (Weiner, 2009).

On the other side the recruitment is focusing on to fill vacancies as soon as possible. Several technical post in the company mostly can take at least five to eight months of filling those positions. Moreover, during this thing, if new customers came to the company as well as the company must have to deliver the work to the clients as soon as possible then the company should need to teach some persons for recruiting the particular positions within the very short term. The organization have to ask those employees that what post are harder enough to fill as soon as possible whenever a vacancy come arise such as it will eventually inevitable. In the last, the recruitment is a linear process as well as reactive that tells, when a post in the company is empty or open for the skilled persons then it focuses to fill immediately (Cunningham, 2007).

Process of Talent Acquisition

            The process of the talent acquisition for hiring the employees often includes several steps that covered in some months. The posting jobs as well as the talent sourcing on the boards of the job are usually used as the primary methods of talent acquisition. Nowadays, the talent acquisition has been changed too much. The professionals of the talent acquisition as well as the recruitment require to have a number of skills as the main job of the company is more attractive to grab the talent. Several professionals of the talent acquisition are currently projected to become to develop a particular plan as well as implement that plan successfully with that being their primary objectives. For this purpose, the organization follows some steps for hunting the talent (Dutta, 2014).