What is the difference between recruitment tracking and talent acquisition?

What is the difference between recruitment tracking and talent acquisition? - Centric HR

Recruiting new employees can be costly and time consuming for any business but finding the right candidate for your organisation can be even more challenging for the HR department.

Having a strong talent acquisition strategy is key for ensuring a smooth recruitment process and successful candidate selection. 

In this blog we will discuss the difference between Recruitment Tracking and Talent Acquisition, as well as where you can find Recruitment Tracking Software.

What is the difference between recruitment tracking and talent acquisition?

Recruitment Tracking Systems are different from Talent Acquisition because they focus on filling a vacancy with skilled workers immediately, whereas Talent Acquisition is a more long-term strategy solution created by HR consultants which aims to attract high quality talent to your organisation.

A Recruitment Tracking System is a system used by organisations to elevate the time it takes to find suitable candidates for a particular job vacancy.

Also known as Applicant Tracking System’s (ATS), the purpose of these systems is to externalise any HR support, filter applications based on skill set and your specific requirements, and organise your whole recruitment process. 

What is meant by talent acquisition?

Talent Acquisition is a long- term strategy used by HR consultants to attract talented individuals to your company through various methods including: 

  • Maintaining financial flexibility
  • Having a strong and appealing company culture
  • Hiring young talent
  • Coaching employees to become team players
  • Strong company branding 
  • Sustaining company morale

Key steps to a successful recruitment process 

Having a clear understanding of your recruitment process and the steps involved is key to ensuring a smooth and successful candidate selection. Below are the key steps to your recruitment process:

  • Identifying the vacancies that need to be filled:

The first step is to identify any missing skill sets, qualities and qualifications in your team to help acknowledge what vacancy will need to be filled. 

  • Select your recruitment team:

The next step is to select the correct recruitment team who know exactly what is required for the role you are advertising for, what skills and qualities are required and can write a detailed job description for the role. 

  • Writing the job description:

Writing a detailed job description is a key step in your recruitment process because it will help you identify what skills and qualifications are needed from a candidate to fulfill the vacancy.

Additionally, in later stages it can act as a checklist to determine whether a candidate is suitable for the role. 

  • Advertising the vacancy:

Advertising for the vacancy should be done internally to offer current employees opportunities for promotion or career changes, as well as externally on job sites or social media to reach talent that you otherwise would not be aware of. 

  • Screening and short-listing talent:

If you are completing the recruitment process yourself this stage can be quite time consuming and complicated because it involves filtering through hundreds of CV’s to determine which candidates have the correct qualifications, experience and skills for your specific role. 

If using a Recruitment Tracking System, all of this HR Support work is done for you by a computerised system which filters the candidates for you based on your requirements. 

Centric HR’s Recruitment Tracking System even makes it easy for you to directly invite candidates for interviews from your shortlisted candidates.

  • Interviewing: 

Finally it is time to interview the candidates you have selected, which can be done using your job description as a reference to check whether each candidate has the desired qualities and qualifications.. 

After you have completed the interviews and have analysed in depth which candidate is the most suitable and qualified, you need to contact each person with the verdict.

It can be time consuming to write individual emails to each candidate but using a Recruitment Tracking System can save time by sending rejection or job offers at the click of one button. 

What differentiates a talent acquisition manager from a recruitment manager?

Recruitment managers focus on filling vacancies as soon as possible by advertising via online job boards, whereas Talent Acquisition Managers focus on long-term planning and strategy creation for the HR Department. 

The purpose of this is to attract young talent, leaders, and specialists through building the brand and company culture over a longer period of time.

There is no set end goal for talent acquisition, instead just ongoing improvement of company morale and the team skillset.

About Centric HR Recruitment Tracking System:

Centric HR are a team of operational and strategic HR experts to whom you can outsource your HR services. From personal coaching to absence management and even Recruitment, Centric HR are the trusted HR Consultants for your organisation. 

Centric HR provides a Recruitment Tracking System that can take all of the stress out of the recruitment process for you. The system can advertise your vacancies, filter CV’s and applicants and send interview offers all in one place. 

For more information on Centric HR’s Services and Recruitment Tracking System click here.

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Sandra Berns

Sandra Berns

Centric HR was founded by Sandra Berns, a confident and versatile Human Resources and Organisational Development Practitioner with 25 years demonstrable experience and a Fellow of the CIPD. Sandra has both Operational and Strategic HR expertise across Public and Private sectors and has assisted senior teams in meeting challenging workforce objectives in many corporate environments.