Understanding Talent Acquisition: Definition and Strategies for Success

Disclaimer: The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY.

By Maya L. Kellman and Professor Dwayne Devonish

During our “TEDx” moments, my dad and I would often engage in conversations that sparked creativity and critical thinking. One profound quote from my father that has remained with me from my childhood to adulthood is, “You never get a second chance to make a first impression”. We can all relate to this within our personal and professional spaces, whether it is sitting across the table in your first interview with a prospective employer or meeting with a new client to sell your new service. Talent acquisition is not a new concept but an evolving one which touches our business decisions daily. In the brief opportunity presented, our discussion will first explore its definition. Thereafter, we will discuss how it differs from recruitment, and advance four high-value strategies to improve your talent acquisition strategy and drive retention within your organisation.

What is Talent Acquisition?

Talent Acquisition is the process of identifying, attracting, selecting, and retaining highly qualified candidates for critical roles within an organisation. Some of the core responsibilities of the human resource team’s responsibility is to effectively determine what skills, talent, and roles are needed and, in turn, identify ways to develop individuals within an organisation for optimal performance and competitiveness. Collectively speaking, this impacts culture, employee morale, client satisfaction and overall operational efficacy.

Talent Acquisition vs Recruitment

Many are of the view that talent acquisition and recruitment are the same. However, there are critical differences. Recruitment is a process to fill vacancies, while talent acquisition is an ongoing strategy to identify needs, find candidates, create a positive onboarding experience, and develop talent to grow within their role and the organisation. Recruitment is a short-term effort aligned to find candidates to fill a specific vacancy. It is a subset of the entire talent acquisition process and focuses on the immediate hiring needs of an organisation.

A good way to illustrate the differences is to imagine a tech company that’s planning to launch an innovative product in two years. They recognise that they will need a specific type of software engineer with expertise in a particular programming language and experience with a certain kind of technology.

Recruitment Approach:

The company realises they have an immediate need for a graphic designer to work on their current projects. They post a job ad, screen applicants, conduct interviews, and fill the position as quickly as possible to meet their immediate needs.

Talent Acquisition Approach:

The company begins by understanding the skills and expertise they will need in the future. They might start by building relationships with potential candidates long before they actually need them – attending tech conferences, partnering with universities, or organising workshops. They are not just looking to fill an immediate role; they are building a pipeline of potential candidates for future needs, ensuring that when the time comes to launch their product, they have the right people on board.

Strategies to Improve Talent

Acquisition Strategy

To support HR managers in proper talent acquisition in organisations, we advance four high-value (non-exhaustive) strategies to consider and personalise to their organisation’s specific needs and goals:

1. Keep it human: Humans are deeply wired and designed to be social and connected. Talent acquisition is no different. It requires providing the same personal touch to prospective team members by ensuring they are heard, valued and engaged during the process. As business leaders, entrepreneurs and creatives, talent acquisition does not only require a professional connection where technical skills are overemphasised; it involves the appreciation of softer skills. Notably, the current artificial intelligence trends, automations and processes are trending in talent acquisition.

However, striking the balance between human connection and machine through openly communicating time frames and recruitment flow are simple gestures which aim to keep the process human.

2. Be proactive: Speaking of robots, in a world of automation, talent acquisition requires a proactive approach. We have been socialised to believe that if we want something, all we have to do is say it out loud and the advertising (and results) will come.

The influence of the microwave culture! However, it begs the question, What does that mean for talent acquisition in these digitally modern times? Candidates are not spending hours doing research on where to apply for new opportunities. They are jumping on the ones that are in front of them—delivered at their fingertips on their social media feeds and in their messages. Proactively courting candidates and searching for new opportunities that are a good cultural fit is pertinent but taking the next step and engaging them will make the difference. 3. Make a good first impression: Image is everything.

How’s your social media presence? In this digital era, you can 100 per cent count on the fact that candidates in your talent acquisition funnel will be looking and paying attention to your online presence–and, by extension, offline presence. While prospective candidates may not thoroughly research to find jobs, they do research before accepting a position. How a company presents itself gives a glimpse into how the actual day-to-day will go. 4. Linking to succession planning: Companies known for their robust succession planning are often seen as more attractive to top talent. The promise of growth, development, and potential upward mobility can be a significant draw for high-performing individuals looking for organisations where they can advance their careers.

With a clear succession plan, organisations can identify gaps in their talent pipeline early on. This allows the talent acquisition team to begin their search for the right candidates well in advance, reducing the time it takes to fill critical roles when they become vacant.

Similar to gardening, nurturing talent is not a one-time action but a continuous process which requires watering seeds of consistency, attention and care. Organisations that are committed to making talent acquisition a value, rather than an activity, are far more competitive with their people. From a sociological standpoint, values inform our perceptions and behaviour consistently and effectively.

Talent acquisition is not merely about filling vacancies but is a strategic endeavour critical to the long-term success of an organisation. By proactively identifying and attracting individuals with the skills and cultural alignment necessary for future growth, talent acquisition ensures that companies are well-positioned to navigate challenges, seize opportunities, and maintain a competitive edge. In essence, talent acquisition is an invaluable investment in an organisation’s most crucial asset: its people. Whether it is the entry-level, mid-level executive or chief executive officer, what will you do the next time to help paint the entire picture in attracting the next talent for your team?

Maya L. Kellman is an attorney-at-law and Professor Dwayne Devonish is Professor of Management and Organisational Behaviour, at the University of the West Indies. Both Contributors serve on the Promotion and Awareness of Workplace Wellness Sub-committee for the National Workplace Wellness Policy for Barbados 2019.