花时间聘请适合贵公司的人员，他们希望帮助贵公司实现其目标，这对公司的成功至关重要。几十年来，公司一直以快速填补职位空缺的心态进行招聘。这是个错误。随着我们在 HR 领域的成长和学习新策略，拥有完整的人才获取策略来代替简单的招聘已成为常态。

一、什么是人才引进？

人才招聘是一个业务流程，在该流程中，吸引技能娴熟的员工以满足组织当前的需求。这不仅仅是一种招聘策略。相反，这是一个确定未来业务需求的长期目标。当适当的劳动力规划、雇主品牌、新员工培训和员工保留途径到位时，更容易确定这些需求并避免潜在的陷阱。

它为什么如此重要？

人才获取战略涵盖了从招聘到晋升再到持续保留的员工生命周期的所有典型要素。它可以帮助您的组织提高人才管理效率，并确保您对需要满足的需求有一个全局的看法。

如果做得好，人才招聘可以提高绩效、增长和竞争优势。它是识别、吸引、入职和留住可用最佳人才的途径。

人才招聘与招聘有何不同？

招聘与人才获取有关，因为它是拼图的一部分，但这两个术语彼此有显着差异。记住这种差异的最好方法是：招聘是被动的；人才引进是主动的。换句话说，招聘对问题有一个微观的看法，因此专注于眼前的招聘需求；人才获取对一个更大的问题有一个宏观的看法，因此专注于避免已知的陷阱，优化未来的增长。

为什么人才招聘会取代简单的招聘？

人才获取战略侧重于组织的长期愿景，而不是临时的人员配备方法。这可确保减少员工流动并降低代价高昂的不良雇用风险。当人才招聘战略到位时，您的组织就会在许多不同的级别、许多不同的部门保持一致。例如，人力资源的一项核心职责是为部门配备高素质的员工，并快速有效地让他们入职。为了实现这一目标，人力资源团队必须与公司的核心价值观、目标和目标保持一致。

此外，人才获取战略作为新员工的制衡系统，同时大量增加人才库。这可以为您的团队节省时间、金钱，以及在没有候选人可用的情况下不断尝试填补职位的麻烦。

就其本质而言，招聘是人才获取的一种功能，但只是更大、更好的系统的一个组成部分。

通过引入强大的人才获取战略，您可以开始深入了解所有流程。您可以节省时间、金钱并降低与招聘流程相关的风险。

您是否已开始制定人才获取战略？

a complete talent acquisition strategy in place of simple recruiting.

First, What is Talent Acquisition?

Talent acquisition is a business process in which skilled employees are attracted for hire to fulfill the current needs of an organization. It is not simply a recruiting strategy. It is, rather, a long-term objective in which future business needs are identified. When proper workforce planning, employer branding, new hire training, and employee retention pathways are put into place, it is easier to pinpoint those needs, and avoid potential pitfalls.

Why is it Important?

A talent acquisition strategy encompasses all of the elements typical to an employees lifecycle from pre-hire to promotion to continued retention. It helps your organization become more efficient in talent management, and ensures that you have a global view of the needs to be met.

When done well, talent acquisition leads to improved performance, growth, and competitive advantage.  It is the pathway to identifying, attracting, onboarding, and retaining the best possible talent available.

How is Talent Acquisition Different from Recruiting?

Recruiting is related to talent acquisition in that it is one piece of the puzzle, but the two terms are significantly different from each other. The best way to remember this difference is this: recruiting is reactive; talent acquisition is proactive. Said differently, recruiting has a micro view of a problem, and thus focuses on the immediate hiring need; talent acquisition has a macro view of a larger problem, and thus focuses on avoiding known pitfalls, and optimizing for future growth.

Why is Talent Acquisition Replacing Simple Recruiting?

Talent acquisition strategies focus on a long-term vision for the organization, instead of an ad-hoc approach to staffing. This ensures less turnover in staff and a mitigated risk of costly bad hires. When a talent acquisition strategy is in place, your organization is kept in alignment at many different levels, across many different departments. For example, one core responsibility for HR is staffing departments with high-quality employees, and onboarding them quickly and efficiently. In order to achieve this objective, the HR team must align themselves with the core values, objectives, and goals of the company.

Additionally, a talent acquisition strategy acts as a checks and balances system for incoming employees while growing the talent pool by considerable numbers. This saves your team time, money, and the headache of constantly trying to fill positions with no candidates available.

By its very nature, recruiting is a function of talent acquisition, but is only one component of a bigger, better system.

By introducing a strong talent acquisition strategy, you start the process of gaining greater insights into all of your processes. You save time, money, and mitigate the risks associated with the hiring process.

Have you started building your talent acquisition strategy?