The terms “talent acquisition” and “recruitment” are often confused as meaning the same thing, but this is not the case. There are key differences between the two, differences with which you should familiarize yourself if you’re looking to hire the most qualified candidates for specific positions within your company. For starters, recruitment means that you’re looking to hire someone, dare I say anyone, in order to fill a vacancy. Talent acquisition, on the other hand, is the process of strategically looking for specialists, leaders, future executives, or other qualified professionals for a specific position within the company. Let’s delve into both and take a look at which one is better depending on the industry and why:
- Recruitment – Again, recruitment is the process by which you look to fill vacant positions quickly and without much regard for the candidate’s’ particular specialties, if defined. Recruiting may be seen as reactive, meaning that a position recently opened up and it must be filled.
- Talent Acquisition – As previously stated, talent acquisition is all about actively searching for the most qualified candidate to hire for a specific position. This strategy is common among niche industries such as, medical, technology, legal, and even translation services. Kathleen Quinn Votaw, Founder and CEO of the HR consulting firm, TalenTrust, says that, “The areas with the greatest skills shortages are those that most need a talent strategy.” Typically, if you’re looking to hire people for a long-term position, you should aim for talent acquisition, so as to lower a potentially high turnover rate, which is a possible effect of recruiting less-qualified candidates.
Talent acquisition is becoming increasingly more popular, and usually requires some marketing strategies to make the position known to specific, potential candidates. As niche industries continue to grow and populate as preferred career paths, hiring managers within are simultaneously scouting out candidates with the best talent, who are most qualified, and who will both ameliorate, as well as benefit from working for, the company. Define whom you’re looking to hire and for which positions, and either recruit or acquire talent accordingly.
(Initial or Renewal Course based on the 2015 AHA Guidelines)
Basic Life Support (BLS) is the foundation for saving lives after cardiac arrest. This course teaches both single-rescuer and team basic life support skills for application in both in-facility and prehospital settings. This course is designed for healthcare professionals and other personnel who need to know how to perform CPR and other basic cardiovascular life support skills.
In addition, BLS training can be appropriate for first responders, such as police officers and firefighters, as well as for laypeople whose work brings them into contact with members of the public, such as school, fitness center, or hotel and restaurant employees.
Students must pass a written exam and skills test in order to qualify for a BLS Course Completion Card.
Upon successful completion of this course, students will receive a completion cad valid for 2 years.
Conveniently scheduled on Saturday, please choose the session that works best for you.
Growing a successful business is dependent on so many components from securing adequate financing to providing excellent customer service. On top of the priority list for a first-rate company should be hiring and retaining a great team of employees. Attracting the right talent to your business can be a challenge, but there are certain techniques that can be employed to recruit the best.
Most successful business leaders will tell you that they could not have gotten where they are today without loyal, hardworking and intelligent employees. Finding that type of team member can take some trial-and-error in the recruiting department. Here are a few suggestions from Business News Daily, HR Affiliates and Undercover Recruiter to keep in mind to attract quality candidates.
- Sell Your Business – The key is selling potential employees on the benefits of working with you. Do you have a strong benefits program, flexible work hours an innovative idea or even a perfect location for commuters? What is it that makes your company a perfect place to work?
- Use Social Media – Many young people are looking for a place they can call home that fits not only their salary needs but, also, their personality. Use social media to highlight what it is like in your company. Do you take part in outings together, or do community centered projects, or take part in a philanthropy that they can get involved in? Candidates usually check out the business they are interviewing with on all social media platforms before even stepping in that door.
- Interview with a Purpose – During the interview process, look not just for competency but also assess whether the candidate will fit in with the team that you already have assembled. Will the person “play well in the sandbox” so-to-speak? Evaluate whether the candidate is also looking for a place to call home or just a stepping stone to something better. Try to figure out, as well, if the candidate has the same values as your company. These are not easy things to do but, if you listen to answers and pay close attention to answers during the interview, you will be able to get a sense of who the person is.
- Increase your Contacts – Even when you don’t have an open position do you keep your eyes open for competent candidates? Finding the “right” person for the job doesn’t necessarily happen during an active interview process. If you network and maintain good contacts in your field, you may have already met the right person – even if that person isn’t “looking.” Sometimes knowing someone who knows someone is the best way to fill a position.