Talent Acquisition vs. Recruitment: What are the Key Differences Between Them?

You have an immediate vacancy, and need all hands on deck to fill the position as soon as possible. At the same time, you’re also thinking ahead to a new branch opening taking place next year. Your business needs to add 30 extra staff members to your headcount by Q1, so you should probably put the wheels in motion to stockpile some talent there, too.  

The question is: do you need to acquire or recruit this talent? This guide explores the differences between recruitment and talent acquisition in more detail. We’ll explain how each approach works, and HR’s role. 

What is the difference between talent acquisition and recruitment?

Talent acquisition and recruitment are two terms often used interchangeably to describe what happens when employers hire new employees to work for their organization. While they’re undeniably linked, each has a different scope, focus, and process, as illustrated in the table below. 

Let’s explore each term in more detail. 

What is talent acquisition?

The talent acquisition process is a long-term, ongoing strategy focused on identifying talent needs within your organization, both now and in the future, and then working out how to fill the gaps with highly skilled people. As Moonhub’s Senior Talent Partner, Jaimauria Halyard, describes: 

“Talent acquisition is all about building your dream team over time. It’s not just about finding someone to fill a seat; it’s about creating a workplace that top talent can’t resist. We’re talking employer branding, diversity and inclusion, and keeping your rock stars happy once you’ve got them.

Here’s the cool part: talent acquisition is like playing chess, while recruitment is more like checkers. You’re always thinking a few moves ahead, anticipating what your company will need down the road. It’s proactive, not reactive.

And get this—it’s not just about hiring. Talent acquisition is about building relationships. You’re creating this awesome talent ecosystem that you can tap into whenever you need. It’s like having an all-star team on speed dial.”

Some common talent acquisition strategies could include: 

• Investing a strong employer brand: Employers with a recognizable brand image will find it easier to attract talent. 
• Sourcing talent proactively: A talent acquisition specialist will spend time building relationships with potential candidates through networking, social media, attending graduate events, and staying in touch with former employees. 
• Forecasting future needs: Talent acquisition focuses on close collaboration with leadership to determine what skills, competencies, and roles the company will need in the next 3-5 years. 

Benepass tip: Check out more ideas and design your own clear action plan using our customizable talent acquisition strategy template. 

What is recruitment?

Recruitment may sound like the fast food of hiring, especially after you’ve heard about the strategic merits of talent acquisition. Yes, it’s reactive, and short-term. But recruitment is also essential to keep the business running successfully when staffing needs are urgent. 

Think of recruitment as a lifeline that keeps your operations going when the pressure is on. Every time a person resigns and their position needs refilling, recruitment steps in to quickly plug the gaps and avoid disruptions. It’s about getting the right people in the door—fast.

Some common recruitment strategies could include: 

• Sourcing candidates: Recruiters typically focus on filling an immediate job opening, using job boards, career fairs, and recruitment agencies 
• Tracking sourcing channel metrics: Hiring teams will monitor where their best source of applicants comes from and invest more in those channels, such as social media ads, specific job boards, employee referrals, etc. 
• Collaborating with hiring managers: Recruiters work closely with the hiring managers to understand their immediate needs, preferences, and team dynamics. 

When should HR focus on talent acquisition rather than recruitment?

Busy Human Resources professionals may be confused about where to place their focus, especially if their company has a high employee turnover rate. So, why should they invest time in talent acquisition when they have immediate roles to fill and no time to lose? 

Of course, it’s a balancing act. But talent acquisition is especially important when companies require specialized or hard-to-find skills that will take longer to source. For example:

• Company growth or expansion: When opening new offices, launching new product lines, or scaling operations, HR could benefit from a trusty talent pipeline packed with qualified candidates. 
• Niche roles: Companies seeking employees with specialized skills or experience that are in high demand (e.g., tech developers, data scientists, etc.) will benefit from proactive talent acquisition, continuously engaging with market talent in these areas and potentially enticing them with the right offer at the right time. 
• Changing business goals: If an organization has long-term goals that require developing a specific type of candidate pool, investing in talent acquisition ensures that the company is prepared. For example, if company leaders plan to pivot toward sustainable practices, HR can start planning to acquire talent with expertise in this area. 

Here’s the thing: Recruiting and talent acquisition shouldn’t be an either-or situation. Successful companies will use both processes in perfect harmony with their workforce planning, allowing them to fill gaps quickly and strategically as required. 

What is HR’s role in talent acquisition?

HR's role in talent acquisition will vary from company to company based on your specific workflows. In small businesses or startups, HR may moonlight as talent acquisition managers, handling every aspect of TA, recruitment, and the employee lifecycle. But larger organizations are more likely to have dedicated teams working in conjunction to secure exceptional talent and then progress them through the business.  

For example, software company Quadient recently posted a job ad for a Director of Talent Acquisition, detailing exactly how the position intertwines with other key staff members: 

“The successful candidate will lead a diverse team of dedicated Talent Acquisition Business Partners, collaborating like crazy with Business Leaders and our Human Resources colleagues to support our vision: to power the world’s most trusted connections between businesses, their data, and their customers.”

Not sure how it could work in your company? Here’s an example of how HR might be involved in talent acquisition duties: 

1. Analyzing talent needs 

HR works with senior leadership to understand the organization’s current and future workforce needs. This includes forecasting the types of roles, skills, and expertise needed to meet long-term business goals (e.g., expansion, new projects, changing market demands).

2. Developing a talent acquisition strategy

HR creates a long-term talent acquisition strategy that aligns with the company’s goals. Based on the analysis from step one, this includes setting clear objectives for attracting top talent and deciding on sourcing methods and diversity initiatives.

3. Collaborating with hiring managers and leadership

HR liaises with hiring managers and business leaders to define job descriptions, including essential qualifications, experience, and cultural fit. This ensures the company targets and sources the right people for critical future roles. 

4. Nurturing a talent pipeline 

At this point, HR may hand over to talent acquisition specialists or sourcing specialists to proactively engage with potential candidates through networking, social media, industry events, and other outreach efforts. 

5. Promoting an attractive employer brand 

HR may seek support from marketing teams or the Chief of Staff to craft and maintain a strong employer brand that highlights the company’s culture, values, and unique employee benefits. This is an important part of making you more attractive to potential candidates who may or may not have encountered the company before. 

What is HR’s role in recruitment?

Similarly, HR plays a key role in the company’s recruitment process. A typical collaboration could work as follows: 

1. Reviewing job specifications

When open positions become available, HR works with hiring managers to review the job specifications and ensure they’re up-to-date and compliant. Together, they’ll clarify the skills, experience, and qualifications needed for the role. 

2. Sourcing candidates quickly 

HR may also review the recruitment team’s job ad, checking the language carefully to ensure it accurately depicts the organizational culture and matches the company's commitment to diversity. From here, HR will usually hand over to internal recruiters or a third-party team to source candidates using a variety of channels, including job boards, career fairs, recruitment agencies, and social media platforms. 

3. Screening and shortlisting candidates 

Recruiters still take the reins as the applications flood in. They’ll review resumes and LinkedIn profiles to identify candidates with the necessary skills and competencies to succeed in the role. 

Often, recruiters will lean on end-to-end applicant tracking systems to streamline workflows here. 

4. Conducting interviews and assessments 

Recruiters and HR teams may collaborate with hiring managers to coordinate and host interviews with shortlisted candidates. Usually, they’ll use a combination of in-person interviews, skills tests, and other assessment methods like work samples to progress the right candidates through the funnel. 

5. Making offers and finalizing job placements 

At this point, HR is fully back in the game, working closely with the hiring manager to extend job offers to the selected candidates, negotiate terms, and finalize placements. They’ll also handle the onboarding process to ensure a smooth transition for the new hire.

Attract the best talent with Benepass

Whether you’re charged with talent acquisition or recruitment, both processes have one thing in common: You need to attract people—the best people—to join your ranks. 

Benepass is an elegant, people-first benefits administration platform that will entice candidates to join your organization and then retain them for the long haul. 

Using convenient card-first technology, Benepass offers a generous range of: 

• Pre-tax benefits including Health Reimbursement Arrangements, Health Savings Accounts, Flexible Spending Accounts, and Commuter Benefits 
• Perks programs include Lifestyle Spending Accounts and stipends for wellness, professional development, and family and childcare. 

Benepass achieves an impressive 4.8 out of 5 score with the G2 software user community. Here’s how one employee describes their positive experience of our platform: 

“Every organization should expand to include Benepass as one of their benefit offerings because it's proof of a people-first culture.”

Ready to entice top-tier talent to your organization? Book a free Benepass demo today or contact sales@getbenepass.com to connect with a benefits specialist.