Talent Acquisition

(TA)

Glossary of HR Terms What is Talent Acquisition (TA)

What is TA?

Talent Acquisition (TA) is the strategic process of identifying, attracting, evaluating, and hiring skilled individuals to meet current and future workforce needs. Unlike short-term recruiting, talent acquisition focuses on long-term planning, employer branding, and building strong candidate pipelines to ensure organizational growth and competitiveness.

Why it matters

The success of any organization depends on the quality of its people. Talent acquisition ensures companies can compete for top talent in a competitive labor market, reduce turnover by hiring the right cultural fit, and align hiring with business strategy. Effective TA also strengthens employer brand and helps organizations adapt to changing skill demands.

Where it fits in the HR stack

TA is part of the recruitment and workforce planning layer of the HR stack. It typically involves an ATS (Applicant Tracking System), candidate relationship management (CRM) tools, employer branding platforms, and pre-hire assessment systems, all feeding into the HRIS once a candidate becomes an employee.

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Common use cases/Examples

  • Building long-term talent pipelines for critical roles.
  • Employer branding campaigns to attract high-quality candidates.
  • Strategic workforce planning to meet future business needs.
  • Using recruitment marketing tools and social media to expand candidate reach.
  • Partnering with universities or industry groups for early talent programs.

Examples of companies that use it

  • Large enterprises like Google, Amazon, and Deloitte, which run global talent acquisition strategies supported by ATS, branding, and assessment tools.
  • Mid-sized organizations using platforms like Greenhouse, Lever, or SmartRecruiters to balance scalability with strategic hiring.
  • Startups and scale-ups investing in employer branding and sourcing strategies to attract niche talent in competitive industries.

FAQ

Recruiting focuses on filling open roles quickly, while talent acquisition is broader, encompassing long-term workforce planning, employer branding, and candidate pipeline development.

Key skills include sourcing, data-driven decision-making, relationship building, employer branding, and knowledge of HR technology tools.

Employer branding helps attract candidates by showcasing company culture, values, and employee experience. It’s a critical component of long-term talent strategies.

Tools like ATS, AI sourcing platforms, and CRM systems streamline candidate identification, improve candidate experience, and provide data insights for better hiring decisions.

Yes. By hiring individuals who are both skilled and aligned with company culture, talent acquisition reduces turnover and improves long-term employee engagement.