How To Learn Everything About HR & Staffing In No Time

Updated: Apr 25


HR & Staffing

HR personnel offer human resource management services for all departments within an organization. Human Resources provides a range of human resource support services, from benefits, compensation, learning and development, compensation, labor relations, human resource information systems, to talent acquisition.


These specialists work for businesses of all sizes, from start-ups to multi-national conglomerates. Experts in this area are responsible for employee engagement, cultural analysis, and detecting talent needs, as well as collaborating with business leaders to create new positions to meet these gaps.


When it comes to acquiring talent, however, the talent acquisition department, often known as the recruitment department, is one aspect of the human resource function that focuses on the attraction to onboarding of their personnel.


HR Professionals’ role in hiring


In an increasingly globalized world, HR professionals must play a critical role in developing and implementing company strategy. Identifying quality talent to fill open positions within their workforce is part of human resources responsibilities, as is hiring the right people for the right jobs.


As a result, having a talent acquisition plan designed and implemented with a talent acquisition team that typically includes a VP, Director, Manager, recruiters, coordinators, and administrative support roles depending on the size of the company is one of the many roles you’ll see on the team. The talent acquisition team is in charge of determining the hiring manager's needs and offering the knowledge and skills you’ll need to attract and hire the best people for your organization.


When talent acquisition leadership is included as part of the business partnership structure, everyone is more successful. In order to meet the company's need for employee replacements and additions, one of the key goals of the talent acquisition team is to implement an effective hiring strategy.


What Is Human Resources in Staffing?


Human Resources departments in companies and organizations are a valuable asset to any organization. The question often arises: what is human resources in staffing or how is staffing related to human resources? Human Resources in Staffing entails hiring and putting talent in freelance, temporary, temp-to-hire, interim, and a direct hire positions by HR specialists.


Is Staffing considered human resources?

Staffing for talent is a key responsibility of human resources across entry-level and executive hires, volume hiring, and special project recruitment, and it drives human resource objectives in order to have a positive impact on the organization.


What is the difference between recruitment and human resources?


Human Resource departments will hire hr specialists, better known as recruiters, to assist them in locating, attracting, engaging, recruiting, and onboarding highly qualified people for any role the company is looking for. A recruiters goal is to work within the company as a human resource professional to qualify suitable candidates. The recruiter partners with the hiring manager to provide talent information, so that they can make the best choice for their open positions to fill jobs quickly.


What is the difference between a recruiter and a Talent Acquisition Specialist?


Recruiters can be are internal company specialists or work through a third-party who work to fill jobs quickly by providing their knowledge and skills.


Organizations are recognizing that collaborating with a third-party staffing or recruiting agency can help them save money and provide more resources, such as the latest technologies and functional knowledge, without having to increase their budgets to hire more people. A staffing company or recruiting agency can easily expand their resources to meet the needs of the business on a daily, seasonal, or project basis.


Talent acquisition is a long-term strategy for company’s to find job seekers, including specialists, leaders, and future executives. Generally, talent acquisition is focused on long-term human resource planning and finding qualified candidates for positions that require specialized skills.


Recruiting or Acquiring? Which one should your business prioritize?


Many markets are shifting, necessitating the development of new skills and acquiring new talent to meet the increased business demands. A push toward digital transformation in technology is demanding more reskilling and employment of people with non-traditional backgrounds, such as software engineers, data engineers, and data scientists. The demand for these skills is resulting from an increase in software development to sort through and analyze data for apps, clicks, smart devices, and websites.


To meet these demands to prioritize your hiring, your company should have a talent acquisition strategy in place. A pillar of this talent strategy should include actively engaging active and passive candidates. This is crucial to establishing a pipeline of available talent, so that businesses can continue mining their own talent systems to identify talent to meet future business demands. Having a passive talent pool on hand will save you time and put you ahead of the game.


Others may feel that organizations should prioritize talent acquisition over recruiting, since talent acquisition strengthens a company, develops teamwork, and increases efficiency. In order to compete and hire top talent, your organization needs a robust talent acquisition strategy.


If your industry or company has a high rate of turnover, your organization can benefit from a talent acquisition strategy that helps you reduce risks and prepare for future openings. Having an effective talent acquisition strategy in place can help reduce the stress levels that often come with the varied workforce hiring demands as you boost productivity and gain more costs efficiencies.


If you hire only every year, undergo a merger or acquisition, have seasonal or project hiring needs, having a talent acquisition plan in place can make the process go more smoothly.


How to Go Beyond Recruiting to Hire the Best People


Attracting the smartest and brightest individuals to your organization is a continuous process, not a one-time event. It’s a never-ending process of networking and forming connections with talent. While recruiting is still vital for filling immediate openings, talent acquisition is a long-term strategy for making hiring more effective and productive.


Identifying your organizations talent attraction strategies to market your value proposition should be part of your strategy. For example, if your organization is known for having a great place to work or work life balance, then you should use this information as part of your employer branding to attract talent, which will result in company growth.


Having a strategic human resources talent acquisition strategy is a key driver of business success, as well as hiring key talent for your workforce that will propel your organization forward.


Accelerate Your Talent Acquisition Endeavors


Implementing a talent acquisition strategy and team requires more effort upfront. In the long run, it will help you establish the ideal staff to help you hire the right talent, for the right roles within your company.


To get meaningful business outcomes, Accendi Group can assist you in optimizing not just the talent acquisition process steps, but also the points between the process steps. As your talent management partner, we’ll design customized action plans and implement services to enhance your talent strategy. With our expertise, we have developed talent strategy pillars through our workforce optimization solutions for optimizing and measuring processes, people, and technology.


The best part is that we don’t take shortcuts. ‘Winning with integrity' is a core value of our organization, and we take pride in being a true partner in clients’ and employees’ successes. Contact us to get your free talent management consultation today.


This article was written by Antoinette Jones, Sr. Consultant.

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