We were blown away with the combination of quality and speed. This was a very hard VP search and their technology and services made it easy. The candidates they found were phenomenal, and the one we hired is already making huge contributions.”
Recruiter.com solves the hardest problem when looking for new employees, sourcing great candidates that are usually working somewhere else, without the crazy costs of a full-service HR or staffing agency.
Hiring help where you need it. Engage one to entire teams of recruiters on a monthly basis. Scale-up and down as needed, on-demand, according to your hiring cycles and growth requirements.
Dentsu tapped into Recruiter.com during a huge hiring sprint in 2021. The sheer number of open requisitions outweighed a reasonable req load our internal team could handle. Recruiter.com augmented our team with between 10-18 recruiters over the course of our 3 months partnering. Together, the team made 140 placements. It was a positive experience and we continue to partner with Recruiter.com today.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
Talent acquisition as a unique function and department is a relatively new development. In many companies, recruiting itself is still an indistinct function of an HR generalist. Within many corporations, however, recruiting as a designation did not encompass enough of the duties that fell to the corporate recruiter. A separate designation of talent acquisition was required to meet the advanced and unique functions. Modern talent acquisition is a strategic function of an organization, encompassing talent procurement, but also workforce planning functions such as organizational talent forecasting, talent pipelining, and strategic talent assessment and development.
Talent acquisition is quickly becoming a unique profession, perhaps even distinct from the practice of general recruitment. Talent acquisition professionals are usually skilled not only in sourcing tactics, candidate assessment, and compliance and hiring standards but also in employment branding practices and corporate hiring initiatives. Talent acquisition as a function has become closely aligned with marketing and PR as well as Human Resources. As global organizations need to recruit globally with disparate needs and requirements, effective recruiting requires a well-thought-out corporate messaging around hiring and talent development. Talent acquisition professionals often craft the unique company message around the approach the company takes to hiring and the ongoing development of employees. The employment brand, therefore, encompasses not only the procurement of human capital but the approach to corporate employee development. The unique needs of large companies especially to recruit and hire as well as attract top talent led to the development of a unique talent acquisition practice and career.
Recruiting professionals often move between agency recruiting and corporate recruitment positions. In most organizations, the recruitment roles are not dissimilar: the recruitment role is responsible for sourcing talent and bringing qualified candidates to the company. However, modern talent acquisition is becoming a unique skill-set. Because talent acquisition professionals many times also handle post-hire talent issues, such as employee retention and career progression, the talent acquisition role is quickly becoming a distinct craft. Some recruitment industry advisors even advocate for a talent department unique from the HR department, because talent acquisition and development is so intertwined with a company’s ultimate success and effectiveness.
As a craft, talent acquisition is of course not new; it is the simple process of recruiting good talent to meet company needs. As a profession, however, talent acquisition is quickly evolving into a unique and important job function.
The talent acquisition process is the finding and acquiring of skilled human labor for the organizational and business needs of hiring managers and the labor requirements of employers. When used in the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources or Personnel department responsible for the hiring process. The talent acquisition team within a company is often responsible for creating compelling job descriptions and then finding, acquiring, assessing, and hiring prospective candidates. They fill roles and open positions required to meet company hiring goals, find future executives, and fill project-based skill sets and job requirements. Talent acquisition teams find people for niche jobs with highly specific experience requirements and higher-volume roles such as sales, retail, and customer support positions.
Talent recruitment and acquisition as a unique function and department is a relatively new development. At many employers, the recruiting function is relegated to being just one of the many other diverse duties of an HR generalist or is left up to the hiring managers. Within many corporations, however, recruiting as a designation did not encompass enough of the duties that fell to the corporate recruiter. A separate job title of "talent acquisition" was required to meet its advanced and unique importance to companies. The modern talent acquisition team is a strategic department of an organization, managing talent procurement, but also workforce planning functions, such as organizational needs assessment, talent forecasting, talent pipe-lining, and strategic talent assessment and development.
The talent acquisition lifecycle is quickly becoming a technology-led process. Sophisticated software is being used at every stage in the recruiting process to find the best talent for business needs, from sourcing to management of applicants; there are even technology tools for the analysis of interviews. However, the "big picture" of Recruiter.com's strategy is fundamentally human - we pair OnDemand recruiting professionals with our AI Software, creating an approach that helps businesses of all sizes recruit talent faster while respecting internal company culture and supporting a positive candidate experience. Most talent acquisition teams do not want just another tool - Recruiter.com augments your team with experienced OnDemand recruiters and technology - creating comprehensive and effective talent acquisition strategies that have succeeded at filling open positions with short notice for startups and the Fortune 100.
When it comes to recruiting and HR, talent acquisition is how skilled human labor for organizational needs is found. Filling tougher positions can be a difficult task due to an ever-changing job market. Still, there is no reason your company shouldn't be evaluating top-tier employees every day with today's technology. Let our team of experts help you find qualified candidates in any industry or position at competitive rates, with simple monthly subscriptions.
Hire the best talent for your business with access to over 30,000 on-demand recruiters and advanced talent acquisition software. Stop wasting time and money on hiring mistakes - be confident in your long-term recruiting strategy and hiring process with Recruiter.com.
Talent acquisition is quickly becoming a unique profession from Human Resources, perhaps even distinct from the practice of general recruitment. Talent acquisition personnel are usually skilled not only in sourcing tactics, candidate assessment, and compliance, and hiring standards but also in employment branding practices, company culture development, and corporate hiring initiatives.
Talent acquisition as a function has become closely aligned with marketing and PR as well as Human Resources. As global organizations need to recruit globally with diverse needs and requirements, effective recruiting requires a well-thought-out corporate messaging around hiring and talent development. Talent acquisition professionals often craft the unique company message around the approach the company takes to hiring and the ongoing development of employees. The employment brand, therefore, encompasses not only the procurement of human capital but the approach to corporate employee attraction and development. The unique needs of large companies to recruit and hire, as well as to attract top talent, led to the development of a unique talent acquisition practice and career. Today, talent acquisition is an integral part of overall corporate resourcing and effectiveness.
Recruiting professionals often move between agency recruiting and corporate recruitment positions within the Human Resources department. In most organizations, the recruitment roles are not dissimilar: the recruitment role is responsible for sourcing talent and bringing qualified candidates to the company. However, modern talent acquisition is becoming a unique skill-set. Because talent acquisition specialists many times also handle post-hire talent issues, such as employee retention and career progression, the talent acquisition role is quickly becoming a distinct craft. Some recruitment industry advisors even advocate for a talent department unique from the HR department, because talent acquisition and development is so intertwined with a company’s ultimate success and effectiveness.
As a craft, talent acquisition is, of course, not new; it is the simple ongoing process of recruiting good talent to meet company needs. As a profession, however, talent acquisition is quickly evolving into a unique and important job function.
Recruiter.com recognizes the strategic importance of the talent acquisition process and recruiting process in modern business. We have developed our own recruitment training and certification program, AI talent software platform, and network of recruitment professionals. We are thought leaders in recruitment and talent acquisition, frequently appearing on business television and in industry publications. We report each month on the job market and recruiting trends with the Recruiter Index, publish Recruiter Today, a daily publication for the recruiting industry, sponsor Recruiter Podcasts, and distribute Recruiter Magazine, a digital quarterly publication with insights into modern recruitment trends. As we like to say, Recruiting is in our DNA.
It's not enough for HR professionals and hiring managers to simply recruit talent anymore, according to the experts. The practice of human resources has evolved so much that it now encompasses a wide range of duties, including branding, culture development, employer branding practices, or even company culture development. This means that many HR professionals are no longer just "recruiters" but have become strategic partners in developing an organization’s workforce strategy by sourcing candidates who will help fulfill its vision. If you're interested in learning more about how your recruiting needs can be met by partnering with Recruiter.com - contact us today!
Learn about how you can leverage our effective talent acquisition solutions to either help your company acquire the best talent with our Enterprise solution or augment your talent acquisition team and hiring process with flexible, independent recruiters from Recruiters OnDemand.
The talent acquisition specialist or manager devises strategy and recruitment process, as well as the actual execution of the sourcing or recruiting campaign. They may be involved not only in finding and screening candidates, but developing the corporate policy for talent benchmarking, talent assessment, and interviewing policies. Often the talent acquisition department will also either liaise with the legal department or retain their own legal specialists to ensure compatibility with employment law.
In the future, AI will be able to automate basic tasks that are traditionally done by recruiters. This will free up time for them to focus on fulfilling strategic goals and bringing in new talent.
How Talent Acquisition is Changing to a Flexible, OnDemand Service
One key trend we’re likely to see a lot more of: OnDemand recruiting, which we recently spotlighted as the #1 recruiting trend for 2021. If the pandemic taught us one thing, it’s that agility is the key to surviving whatever the world throws at a business. As the pandemic subsides and the economy begins to reopen — albeit unevenly — OnDemand recruiting can grant companies the flexibility they need to not just survive 2021, but thrive.
Building a Global Talent Acquisition Strategy
The last year has proven that working remotely is here to stay. People want to work from home and employers are embracing this concept or at least considering it. This is an opportunity for companies to gain new talent pools and build the skills they need in their workforce. With this comes challenges though, one of which is building a global team. It's important for companies to have a solid strategy for global talent acquisition before making a plan.
Confessions of a Corporate Talent Acquisition Leader: Welcome to the Age of the Talent Advisor
In the wake of COVID-19, things have been changing. There's no time for complacency when the entire world shuts down, companies are rethinking their talent strategies, and professionals are reconsidering career choices.
Biggest Mistakes You Can Make in Talent Acquisition
In today's knowledge-based and oftentimes virtual economy, recruiters and talent acquisition professionals have even less room to make mistakes than they ever had before. Business value depends on getting top talent into critical roles.
12 Recruiting Tips from Talent Acquisition Leaders
A VP of SHRM (the Society of Human Resource Managers) weighs in on creating a world-class talent acquisition team and practice that incorporates modern recruiting ideas.
The article above discusses how agency recruiters are often instrumental in filling strategic job positions. The article also discusses how recruitment is changing, with the use of staffing agencies, and how hiring leaders are most successful when both corporate recruiters and agency partner to find the best talent.
Tips on Talent Acquisition Process
You may have a problem with your talent acquisition (TA) department, but you can’t quite identify it. Let’s get beyond that general feeling and find out what’s really going on, so that you can address it.
The author meets with employers experiencing common talent acquisition challenges and helps create a better strategy moving forward.
Using Recruiter.com is very similar to working with a traditional recruiting firm from an account management perspective. We have dedicated relationship management and do hiring needs assessments through our Talent Delivery team.
Our method of recruitment delivery is different; we use a global network of individual recruiting professionals and advanced AI technology to deliver candidate matches to you and fill open positions. Recruiter.com also offers a platform for employers to screen submitted candidates.
It depends. For our Enterprise recruiting solution, we offer to replace the talent we place based on the guarantee described in our recruiting solutions agreement.
For Recruiters onDemand or our Recruiting Software, we do not guarantee placement, but you are under no obligation to continue using our service and can flex up or down on a monthly basis.
No. All of our solutions are based on the concept of "OnDemand" recruiting that flexes with the cyclical nature of talent acquisition and hiring demand. We offer monthly contracts without long-term commitments.
Recruiter.com offers easy, OnDemand monthly subscriptions for its AI Software and OnDemand recruiters.
Our Recruiters OnDemand product is a flat monthly fee based on the seniority of the recruiter / talent acquisition resource.
Our Clients - Success with Startups to the Fortune 100
From writing job descriptions to sourcing potential candidates for tougher positions to pipelining talent for recurring roles, Recruiter.com can provide the recruiting talent you need on an OnDemand basis. We can implement an effective talent acquisition strategy for your organization - that works for your unique talent needs. We offer flexible solutions that incorporate services to augment your talent acquisition team and recruiting software to scientifically build your available talent pool.
Recruiter.com was founded by online recruiting experts. Our staff of talent acquisition specialists has decades in the recruiting and staffing field. We know (and love!) recruiting for skill sets of all types and are in the business of building relationships of mutual benefit.
Recruiter.com offers access to the largest network of OnDemand recruiters on the planet! Leverage the power of tens of thousands of independent network recruiters available to augment your talent acquisition team.
How’s your recruiting going? Our AI recruiting software searches over 150 million talent profiles and creates automatic candidate campaigns. We also integrate with popular applicant tracking systems and HR software!
Companies that employ a team of internal professional recruiters often designate that specific team within HR as the "talent acquisition" department. Talent acquisition, in its most modern iteration, involves strategic and executive level functions such as developing overall employee engagement, talent resourcing, succession planning, contingent labor management, on-boarding, retention, employment branding, and workforce optimization.
Talent acquisition is how organizations recruit and retain skilled employees. However, it encompasses more than general recruitment because it targets candidates that have specific skills and experience. It also does more than fill vacancies; it creates a talent pool that will help the growth of the organization. In some cases, it goes beyond the hiring phase to career development and retention of employees.
Human Resources departments are somewhat involved in acquisition and recruitment, but in most large enterprises, talent acquisition has developed into a specialized field. Some organizations have even set up talent departments that are separate from their human resources departments. Other organizations hire outside firms to help with the acquisition and/or consult with RPO providers and workforce optimization experts.
It is important to be purposeful in acquiring talented employees because resources are wasted in recruiting and training an individual that does not have the necessary skills to perform a job proficiently. Having a high turnover rate also causes a destabilization of the flow of work for other employees and leads to their dissatisfaction. In addition, just filling vacancies will keep the organization functioning at its current productivity; but adding talent can help the organization to grow in productivity. Gaining talented employees gives organizations a competitive edge by keeping them from working with rival organizations.
Talent acquisition can be done within the organization with the help of recruiting software or outside the organization with the help of a recruitment firm or headhunter. The process involves some of the following tasks: tracking applicants, developing recruitment strategies, gathering and analyzing data, identifying talent needs, posting jobs, handling job requests, recruiting through social media, tracking hiring trends, managing the procurement of independent contractor labor, and mapping future talent and resource needs. These are just a few of the areas that are involved in acquiring talent within an organization.
