Talent Acquisition versus Job Requisition

Ding! Ding!
In the old school corner we have the notorious Job Requisition weighing in at an impressive amount too popular to measure ANNnnd in this corner, the master of strategy, the much admired, underrated, yet Champion of hiring...Talent Acquisition!

I have been speaking with many people lately on a major concept that we promote at Rosetta, which we classify as Talent Acquisition. I have had a lot of candidates ask if I could provide them with a job description to which I wonder if a JD even exists anymore. It is time organizations begin to think in terms of hiring the best available talent as opposed to determining if the person meets all the requirements on the job description.
I have been around enough and partnering with many organizations to know that the JD is more of a formality for a hiring manager with a laundry list of wishes.

What are basic differences in Talent Acquisition versus Job Requisition
• TA seeks the Best Athlete versus JR is seeks the best looking resume
• TA interviews to find how can we hire versus JR seeking to find why shouldn't we hire
• TA shows a candidate what you get to do versus a JR tells you what you have to have

If you look at this list, it is not extensive but deep. Attracting true talent to an organization is much more than a job description. It is a mental or intellectual paradigm shift at viewing future hires. It would take a large organization years to turn around the barge and start hiring based on talent. But then again, it also starts with the next hire.

When will organizations "sniff the smelling salt" and change the way they approach finding and hiring candidates? Most companies still post resumes on job boards and hope they find the ideal candidate. What? Are there still people that apply to those jobs? In all actuality yes. The job board folks would never admit that traffic is dramatically decreased and companies are tired of posting jobs with minimal result. Companies need to take an aggressive approach at finding people versus waiting for that talented person to come waltzing in the front door. This is another approach to being a talent acquisition company...actually going out and acquiring, attracting, hunting and trapping talent. Lace up the gloves and start fighting the war for talent. Large organizations will no doubt be first round TKO's.

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