Although “talent acquisition” and “recruiting” are often used interchangeably, they’re not the same – and understanding the difference can make a big impact on your business growth. Talent acquisition and recruitment play distinct roles in building strong teams, and knowing how to use both effectively can set you apart from the competition.

In this article, we’ll break down the key differences and share practical tips on how to leverage each approach to support your long-term business goals.

What does recruitment mean?

When you have a vacancy or are ready to expand operations, you seek a quick, effective, and efficient process to fill the gaps. Recruitment is therefore reactive because you respond to an immediate need. You make a point of working to attract suitable candidates, select the best ones, and, with that, solve your problem. Recruitment implies that you have vacancies and seek to fill them with suitable new recruits that match your requirements as soon as you can. 

Learn more about the six stages of full-cycle recruiting.

What is talent acquisition?

Talent acquisition is a strategy that focuses on longer-term human resources planning. Although it seeks people who will be a good match for roles, the focus is very much on quality and skills. As with recruitment, you seek to attract candidates for current vacancies, but you also consider the future and the type of people you may wish to recruit in the months or years to come. 

It is therefore a proactive approach with an element of relationship-building. By using this approach, you can instantly identify people who are interested in the roles you offer when the need arises. 

Talent acquisition vs recruitment: what is the difference?

The simple answer is that recruiting is a reactive, problem-solving activity. Because there is a problem (a vacancy), recruiters try to navigate the process as quickly as possible. After all, every day a vacancy exists strains the capacity of existing staff members and may result in reduced efficiency or a direct cost. Recruiters work to get suitable candidates, posting jobs on boards and driving the process forward so that interviewing can begin as soon as possible. 

Talent acquisition, on the other hand, may involve hiring, but also aims to develop pools of skilled candidates that an organization can access in the future. Strategic sourcing may include outreach, and the aim is always to leave qualified candidates feeling open to future offers even if their applications were not immediately successful. 

A breakdown of some of the main differences between talent acquisition and recruitment:

Strategy and planning

• Recruitment reacts to immediate needs and seeks to minimize disruptions by finding qualified candidates quickly. 
• Talent acquisition aims to address future needs based on an enterprise’s longer-term goals. 

Roles covered

• Rapid-fire recruiting is necessary to fill vacant roles at all skill levels so that an organization can continue to work efficiently. 
• Talent acquisition focuses on highly-skilled individuals and higher-level positions that are not easily filled. The focus is on both current and future needs. 

Process and tools

• Recruiting uses job boards and adverts to quickly identify people who will be interviewed. 
• Talent acquisition uses talent pools and sources candidates strategically with an eye to future business growth. 

What’s the difference between a recruiting specialist and a talent acquisition specialist?

Although the work may seem similar in broad terms, different mindsets, practices, and goals are the big differences between talent acquisition specialists vs recruiters. Both serve an important role in fostering continuity within an organization, but recruiters have a more immediate perspective. 

Recruiters prioritize speed and use their expertise to identify candidates who will easily adapt to their roles. To promote this, they may leverage networks and broad databases to identify candidates for outreach while also advertising on job boards. 

Talent acquisition specialists go beyond immediate hiring needs, building a recruitment pipeline that can be accessed when predicted needs arise. To draw in and retain candidates, they need a deep understanding of the job market for specialists and higher-level executives. At the same time, they build relationships that keep potential employees interested in a future opportunity. 

Is there a clear “winner” when considering recruiting vs talent acquisition? Not at all. Recruiters keep businesses running smoothly in the present, while talent acquisition specialists have an eye on future growth and the business’s overall vision and strategy. Businesses require both talent acquisition and recruitment. 

As Gartner notes, proactive talent acquisition can give businesses a competitive edge in a crowded hiring market. But this doesn’t mean one approach is “better” than the other; they simply serve different purposes.

In summary, the main differences between talent acquisition and recruitment professionals are:

Strategic focus

• Recruiters have a short-term focus. 
• Talent acquisition professionals gather and cultivate candidates to fulfill longer-term strategy. 

Relationships

• Although it is best practice for recruiters to recognize all candidates as individuals, relationships often end once the role is filled. 
• Talent acquisition professionals work to build relationships and promote their organizations. When acquired talent is hired, they can act quickly, limiting candidate frustration, a major cause of talent loss according to SHRM research. 

Recruitment pipeline vs database 

• Most recruiters will keep a database of candidates who are suitable for roles they are frequently called on to fill. 
• Talent acquisition specialists develop a purposeful recruitment pipeline intentionally targeting future high-level or specialist needs. 

When to consider talent acquisition vs recruitment

It’s clear that recruitment becomes an urgent priority when your business has vacant posts. Nevertheless, talent acquisition should be among your considerations, even when you are actively recruiting. Recruitment focuses on filling immediate vacancies, while talent acquisition builds a pipeline of potential candidates who can meet future needs, ultimately making recruitment easier and more effective. 

Talent acquisition becomes especially important when you have plans to expand your business or are likely to need specialist skills in the near future. If you are proactively reaching out to candidates at a time when you are not actively recruiting, build trust by being transparent about your intentions and future opportunities. 

Take your talent acquisition strategy to the next level with Veritone Hire

With Veritone Hire (formerly Broadbean), you can get the right people on board faster and plan more effectively for the future. Our all-in-one recruiting tools help employers source candidates, screen applications, and build a strong talent pipeline – all while saving time and money.

Request a demo today to see how our job board aggregator and talent database software can help you attract the right candidates and grow your business with confidence.