During the recruitment process, there are many different terms that get thrown around like “talent attraction”, “talent acquisition”, “talent retention”, and “talent management”. But what do all these terms mean? They all sound very similar but they have their own specific definitions.
In this blog article, we will be exploring the differences between talent attraction vs talent acquisition, the two terms that are used most interchangeably.
What is Talent Attraction?
Talent attraction refers to an organization’s efforts in creating, building and promoting an attractive brand to engage potential candidates. It is a proactive approach to put businesses in front of the talent pool in a positive light ready for future vacancies and job opportunities.
Ways in which organizations try to attract talent include hosting charity and networking events, utilizing social media to promote the company’s culture and vision, and showcasing employee benefits in a passive way. It gives potential candidates an insight into the company before applying for new job positions.
What is Talent Acquisition?
Talent acquisition refers to the recruitment process of searching, attracting, screening and hiring candidates that are the best-fit for current roles or projects within an organization. Rather than a proactive approach, this is a reactive approach to when a new position opens up and businesses need to fill it.
Ways in which organizations try to acquire talent include posting job adverts on job sites or on their own business website and social media accounts, requesting CVs, conducting interviews and making job offers.
Difference Between Talent Attraction Vs Talent Acquisition
As you can see above, the main difference between talent attraction and talent acquisition is that one is a proactive approach where the other is a reactive approach. Talent attraction’s main aim is to create interest in a passive way and build a strong foundation whereby potential candidates are already aware of the business before applying for a position. Talent acquisition’s main aim is to react and respond to new job vacancies.
One is a long-term investment and strategy that continues after new job roles have been filled, to maintain the talent pool ready for when new opportunities arise. The other is a short-term solution that acts in response to the demand for filling new job roles.
Changes in the Recruitment Landscape
Over the years, there has been a shift in the way organizations recruit due to sociological factors which has ultimately affected their attitude to talent attraction.
Social Media & Company Culture
The growth of social media has given the world an insight into different companies and a platform for them to share their values, experience and culture. Also, review websites such as Glassdoor inform potential candidates of previous employee experiences, so thorough research can be done before applying for a role.
Company culture is one of the most important factors for employees when considering job positions and with more access to information sources about employers, they can gain a clearer picture of who they want to work for and with.
Changes in Candidate Behaviour
Nowadays, candidates spend more time browsing job listings and looking into businesses before applying for roles. Whether they are still currently in a role and searching for new opportunities or actively trying to find a new job, the time it takes before they apply is longer than it used to be.
With higher expectations for their careers and what they want to get out of their next job opportunity, they want to make sure that the business, team, and role is of high quality and exactly what they are looking for.
Increasing Skills Gap
As we are all aware, there has been an ever-increasing skills gap across many different industries – and candidates are taking advantage of this. They know that they are in demand and require extra persuasion and attraction techniques when new vacancies arise. Especially with competition from other companies also requiring their skillset, they are looking for the most attractive opportunity for their career.
How Talent Attraction Can Help
When looking at these sociological factors, a proactive approach like talent attraction can help tackle these head on and make sure organizations continue to attract the right talent.
Businesses can use platforms like social media and networks to present their brand and overall ethos in the way they want to. By creating a strong narrative that enforces their company culture and humanizes their brand, they are in control of how their organization is perceived and therefore attracts the right talent for them.
It helps to ensure the company culture is reflected across the whole user journey; from the moment you step foot into the office premises through to individual areas where employees work, collaborate and interview. To ensure this experience is enhanced, organizations utilize workplace technology like our Freespace products mentioned below.
Another way in which companies can be more attractive to potential candidates is by keeping up to date with industry trends and anticipating future changes. This way, they are always able to meet new employee needs as well as show resilience and adaptability.
Some tools which organizations can use to monitor and keep on top of trends as well as emphasise company branding are: Freespace Workplace Data Analytics, the Employee Experience App, and Digital Signage.
Workplace Data Analytics
Our workplace data analytics collects the data from Freespace’s sensors and provides real-time, industry-leading insights. This means you can keep up with trends and anticipate both user behaviour and candidate’s needs.
Monitoring space utilization, room occupancy, and working conditions with sensor technology and data analytics means companies can assess, optimize and enhance their workplaces to meet employee requirements. Right size and design your space to fit your current employee needs as well as workplace industry trends. Whether that be adding more collaborative areas or downsizing meeting rooms, this information is tailored to your organization and your different departments.
Employee Experience App
The Employee Experience app has been designed to help employees connect with each other and collaborate easily. This includes booking team days and schedules, setting employee preferences and clearly book meeting spaces. By promoting the use of tools that have been implemented to benefit employees, this shows that the company puts their team and their well-being first.
Digital Signage
Freespace provides wayfinding digital signage that can boost company branding throughout their office space. As well as displaying space availability throughout the office and incorporating integrations to show relevant information, it also reinforces brand messaging. Completely customizable and with the ability to manage the content shown, organizations can showcase announcements, performance, social communications and more.
When potential candidates are made aware of these efforts being made to improve the company culture and put employees first, they will be more likely to reach out when a new opportunity is introduced.
These tools from Freespace can help you implement talent attraction techniques and make your organization attractive to both current and potential employees. Get in touch with us today to see how we can help you.
