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Talent acquisition specialists devote far more time than recruiters to identifying and investing in sources that can feed the talent pool and then ensuring that the talent pool is well stocked.
Fremont, CA: Recruiting talent for the workplace is almost as old as commerce itself. Businesses have always had methods for identifying and attracting workers, determining their suitability, agreeing on pay, and then hiring and integrating them into the company.
The computer age long ago enabled most of the recruitment process to be automated and extended to a global pool of candidates. In recent years, the term "recruiting" has been supplanted by the more formal-sounding "talent acquisition," and while the terms are sometimes used interchangeably, there are significant differences.
While the distinctions between recruitment and talent acquisition appear to be clear, in practice, HR professionals, consultants, as well as HR software vendors frequently disagree on where to draw the line between the two. The two disciplines overlap more than they diverge, and the reality is that the majority of talent acquisition work is frequently completed within an organization's existing recruitment process.
To clear up the confusion, let's break down in more detail how talent acquisition goes beyond recruiting: