September 27, 2018 – Vicki Pero - parking industry, hiring, Recruitment

Talent Acquisition or Recruitment - Are Your Efforts Getting Results?

The activities involved in attracting and hiring candidates for open positions are commonly categorized as talent acquisition or recruitment. While these terms are often considered interchangeable, the tactics associated with each are quite different. As you might expect, they also yield different results. In today's hyper-competitive parking industry talent market, we all need to bring our A game to attract the best candidates, and the best way to do this is through talent acquisition. Read on to see the key differences between the two approaches as compared to your own practices to ensure you're getting the best results from your efforts.


Talent Acquisition

Recruitment

Active Approach to Reaching Candidates: Given career seekers are using up to 18 different resources to search, employers use a multi-faceted approach to attract applicants, including:

-Company website and social media

-Internal referrals and networking

Passive Approach: Attracting applicants largely relies on pushing out job ads and responding to applicants who apply.

 

 

 

Behavioral Attributes: Companies today use the phrase “hire for behavior, train for skill” as a discipline when evaluating candidates through the interview process. Hiring Managers now balance their interview questions to gauge both technical skills and behavioral attributes. Leading parking industry organizations are more open to hiring from like industries as well: hotels, car rentals (including Zip Car and Car to Go) property management and retail are among the industries that have translated to a high success rate.

Technical Skills: Recruitment focused parking organizations favor interviewing only those candidates who possess a number of years of experience in the parking industry and consider behavioral attributes secondary to achievements listed on the resume.

Selling: More and more organizations lean on their marketing resources to update job ads to better sell the benefits, in terms of compensation and career development, offered as part of the opportunity.

Telling: Job ads list only the job description and baseline requirements for applicants to consider the opportunity. 

Strategic: Today’s companies are constantly networking and connecting with candidates to build a talent pipeline for future openings and company growth.

 Transactional: Hiring Managers and HR only search for candidates when an opening occurs.

Are you interested in learning more about talent acquisition best practices?  Check out these posts for more details:

Are You Telling or Selling?

Does Your Employer Branding Strategy Work?

Find the Best Talent In a Candidates Market