Talent Acquisition vs. Recruitment

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

Single source of truth

Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

In-depth analysis

Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Talent Acquisition vs. Recruitment

There are many similarities between talent acquisition and recruitment; however, there are also some key differences. To understand the difference between the two, it is essential to define each term. Talent acquisition is the process of finding and hiring the best talent for a company or organization. On the other hand, recruitment is the process of finding talent for a specific position.

Both talent acquisition and recruitment are concerned with hiring talent, but talent acquisition is the overarching term that includes all process steps- from recruitment to onboarding. Talent acquisition is not solely about recruiting talent; it is about systematically considering how best to find, attract, hire and retain talent to achieve the talent goals of an organization.

The talent acquisition process begins long before job seekers submit their resumes and end long after accepting an offer. Talent acquisition professionals typically lead sourcing, screening, and interviewing campaigns; manage to onboard, and develop talent management strategies to help retain talent for its employees with a company. Because talent acquisition is a more holistic process, it can be seen as more strategic than recruitment.

Recruitment, on the other hand, is typically more tactical. It focuses specifically on finding talent for a specific position and may not consider the long-term goals of an organization. That said, recruitment is an integral part of talent acquisition and should not be ignored.

The critical difference between talent acquisition and recruitment is that talent acquisition is more strategic, while recruitment is more tactical. Talent acquisition takes a broader view of the talent process and looks at the big picture, while recruitment focuses on finding talent for a specific position. Recruitment is an important part of talent acquisition, but it should not overshadow its more holistic approach.

Talent Acquisition Strategy

Strategic talent acquisition has never been more critical or in demand. It’s no longer enough to post jobs on the internet and wait for the applications to come in. There are hundreds, if not thousands, of companies out there competing for top talent. Companies have realized talent acquisition isn’t about getting someone to fill a role. Talent acquisition is a strategic process that can help them reach their business goals.

So what is talent acquisition? Talent acquisition is the process of finding and hiring the best talent for your company. It’s all about finding the right person for the right job. This involves creating a talent strategy, identifying your talent needs, sourcing and recruiting talent, and onboarding new employees.

The first step in talent acquisition is creating a talent strategy. Your talent strategy should outline your company’s goals and how talent acquisition will help you achieve those goals. It should also identify the talent you need and the skills and qualities you are looking for. The talent strategy should also include a plan for sourcing and recruiting talent, which provides what talent acquisition tools to use and how to find talent.

Once you’ve established your talent strategy, it’s time to move towards talent needs assessment. Talent needs assessment determines how many employees your company requires and when those employees are required. You’ll need to assess the current talent at the organization and the potential talent that’s available. You’ll also need to determine talent supply in various locations to determine where talent acquisition efforts are most effective.

Recruitment Strategy

What strategy will you use to build your recruitment strategy? Is it best practice to merge with another successful business strategy or create a plan that is not based on the success of another business strategy? These are questions you must ask yourself when determining what process to follow.

There is no set formula to recruitment; many factors must be considered when filling a position. However, there are general processes that recruiters can follow to increase the chances of finding the best candidate for the job. The following recruitment processes are effective:

  • Screening
  • Sourcing
  • Testing/Interviewing
  • Offering the Job

The screening process is the first step in the recruitment process. It is essential to screen candidates properly to reduce the number of unqualified candidates interviewed.

The sourcing process involves finding potential candidates to fill the position. Sourcing can do this in various ways, such as advertising the position, using headhunters, or networking.

The testing and interviewing process assesses the candidates’ skills and determines whether they fit the position.

Offering the job process is the final step in the recruitment process. After assessing all candidates, the best candidate should be offered the job.

HR Best Practices in Hiring

The best practice is to use both recruitment and talent acquisition when hiring new employees. Recruitment is the best way to connect with passive job seekers who are not actively looking for new opportunities. In comparison, talent acquisition is best suited when searching for high-volume hires within a specific geographical location or recruiting from an industry that focuses on direct experience or skills.

Talent acquisition is best used when filling a specific role with a particular set of qualifications. It is also beneficial when hiring within a specific industry, such as high-tech or healthcare, where more focus is on experience and skills than resumes. When using talent acquisition, businesses can post job openings on job boards and social media pages specific to the industry or role they are looking to fill.

On the other hand, recruitment is best used when businesses are looking to connect with passive job seekers. Passive job seekers are not actively looking for a new opportunity but may be open to new opportunities if the right one comes along. Recruitment best practices include using job boards, social media platforms, and even LinkedIn to post open positions.

Improving the Selection Process

The selection process is the selection of candidates for jobs based on their suitability for the role. It is essential to ensure companies gain access to the best available talent within a specific location or industry. The more accurate this selection process, the less time wasted interviewing unsuitable candidates and holding up other employees while waiting for job interviews.

Because selection is such an important process for its impact on selection decisions, selection processes need to be constantly evaluated and improved.

A selection process needs to be planned, structured, and organized with documented procedures. It requires several activities to identify the best-qualified candidates. The selection process should be systematic and consistent to ensure that all applicants are treated fairly.

The selection process includes:

  • Determining the selection criteria
  • Advertising the job opening
  • Screening applications
  • Conducting interviews
  • Reference and background checks
  • Selection decisions

These steps apply to selection processes for individual candidates. However, selection may also be part of other selection processes, such as selecting new employees after outsourcing or downsizing.

Employees who are great at their jobs enjoy coming in each day and working on their assignments while still having time to chat with co-workers around the water cooler. They can focus on their work and get things done.

Having the best employees in the correct positions is vital to having an enjoyable work environment. Focusing on talent acquisition can help companies fill their open positions with the best candidates, which will improve company productivity and employee satisfaction.

Sourcing Tools and Techniques

Recruitment sourcing tools are your greatest asset for sourcing passive candidates. Without sourcing tools like various databases, job boards, social media sourcing sites, and search engines, you would be stuck hoping that referrals will lead to quality hires. These sourcing resources take time to learn how to use correctly, so keep at it! You may also want to consider sourcing tools like sourcing software (which can be used in conjunction with other sourcing tools), sourcing job fairs, sourcing events, and sourcing associations.

Using the proper sourcing techniques will help you find the best candidates for your open positions. It is important to be creative and resourceful when sourcing candidates. Utilize all of the sourcing tools and techniques available to you to find the best candidates for your organization.

Talent acquisition and recruitment are essential aspects of finding and hiring top talent. However, they are not the same thing. Talent acquisition is the process of finding and hiring the best possible candidates for a position, while recruitment is the process of actually filling a position with a qualified candidate.

Sourcing tools and techniques are important for passive sourcing candidates, and you should become familiar with as many as possible. Utilize all of the sourcing resources at your disposal to find the best candidates for your organization. Be creative and resourceful when sourcing candidates, as this is where you will find your top talent.

Effective Recruitment Process

It is essential to have an effective recruitment process when looking for new employees. This process can help you find the best candidates for the job and ensure that you are hiring the right person for the position. The recruitment process should be tailored to your specific needs and should effectively attract qualified candidates.

At the same time, the recruitment process should be effective in finding and attracting top talent. There is no “one size fits all” recruitment process, so it’s important to tailor your strategy to meet your unique needs.

Effective recruitment strategies can help you find qualified candidates and attract top talent. Make sure that your recruitment process effectively finds and attracts qualified candidates and uses talent intelligence to supercharge your hiring process.

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