#TALENTATTRACTION #TUESDAY IS TALENT ACQUISITION OR TALENT ATTRACTION BETTER? WHAT ARE THE PROS/CONS OF EACH?

By RecruiterGuy | January 18, 2022

As you peruse the openings on Indeed, Monster, and niche Internet Job Posting Sites, you will see organizations’ Talent Acquisition (Recruiting) Processes. If a company requires candidates to complete an application before a conversation that determines mutual interest, they are a Talent Acquisition Process Company.

Over the past 20 years of my 40 years of Expert Recruiting background, it has been interesting to listen to Hiring Managers complain that Human Resources cannot seem to Recruit Top Talent. Of course, the Human Resource Department sometimes has a seeming death grip to keep the recruiting responsibilities because it is a Human Resource, despite how much they loath the Sales Process.

“Wait One Minute! Who said anything about a SALES PROCESS?

Successful Recruiting Mirrors The Sales Process Perfectly

When a company embraces the fact that Recruiting is a Sales Process, is Human Resources the best department to host a SALES Process? Probably not. In my interactions with many HR Departments and we begin to discuss Sales, I wish I had a $10 bill every time I heard, “I don’t trust Sales!” from a Human Resource employee. Hmmm…

Let us examine all the other Human Resource duties – Employee Relations, Benefits, Compensation, Employee Development, etc. These responsibilities are all Administrative and/or Compliance related. How well do Compliance oriented individuals manage a Sales Process? Not well.

What are the Pros and Cons of Talent Acquisition?

Pros – The Talent Acquisition Process is in place. Few people need to train in the existing process. Human Resources is comfortable with processes that screen qualified candidates out (or they would not keep them).

Cons – The Talent Acquisition Process requires candidates to apply online before anyone has a conversation with them (compliance). The Talent Acquisition Process utilizes AI to screen candidates’ resume match of keywords to the Job Description. What happens if the candidate’s current company uses different verbiage to describe the same work – and many do? The Applicant Tracking System Artificial Intelligence becomes “Artificial, Artificial Intelligence.”

Are you aware if, for some reason, a company job description reads “A high school degree required for this professional position”, a person with a Harvard MBA who does not include “High School Diploma” on their resume will be docked for that miscue? Possibly screened out entirely. Why will they add High School Diploma to Their resume? Would you include those words in their place?

The Human Resource (compliance) requirement that candidates reveal their current salary AND Salary Requirement in the application perpetuates the Gender Wage Gap.

At SHRM conferences, I have heard HR people say things like, “If they will not Follow OUR Process, they do not need to apply!” Does that sound like someone in Sales? No, Compliance.

What Are The Pros And Cons of Talent Attraction?

Pros – Your company is a company where Top Talented professionals want to work because the Management is responsive and is trained to recognize improvement needs. Management listens to the staff and understands that management by consensus works for day to day business. The Executives understand that a team of great thought leaders may propose solutions better than one Manager. Top Talented professionals like to work where professionals like them work. Think of Super Bowl winning football teams or Broadway Shows. The elite wants to work with other elite talents.

Your organization understands that Top Talent Attraction is a SALES Process. Therefore, Managers are trained to spot Talented Professionals BEFORE they can hire them. This enables them to court those professionals before they need them. The top University Athletic Directors follow the same practice. Have you noticed how quickly they fill high level coaching positions?

This is not a “Post positions and hopes someone applies” company. It is one that recognizes the value of a direct recruiting approach.

Cons – There is one major Con – the transformation of recruiting from a Human Resource function to an Operations function. Once Operations is engaged as the leader of Talent Attraction, your organization will notice an immediate improvement.

Recruiting is Not Magic. It is Focused, Hard Work.

Talent Attraction is Better than Talent Acquisition!

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

My Talent Attraction speeches benefit your Association Membership and your Organizations. Please consider – If my Speech saves your members only ONE Recruitment fee, it has paid for itself.

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Why am I known as The Candidate Whisperer? See below –

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With over 40 years of Talent Attraction experience, I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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