The Nexus of Success: Why Talent Management is Crucial to Talent Acquisition

Gone are the days when talent acquisition and talent management operated separately from each other.

Today, the most forward-thinking companies understand that a robust talent management strategy is not only important but integral to talent acquisition efforts. With the right tools, it’s easier to connect internal talent with open roles or short-term projects, fostering growth and development in a way that’s mutually beneficial for the business and the individual — while reducing the need to attract external candidates to fill critical roles.

Taking a holistic approach to attracting, engaging, evolving, and retaining talent is the key to long-term hiring successes that many businesses are striving for. So how do you start pivoting your perspective better to understand the talent journey from start to finish?

In this blog, we'll explore why talent management is essential to talent acquisition and delve into the best talent management strategies that foster engagement and retention.

Understanding the Relationship: Talent Management and Talent Acquisition

To comprehend the importance of talent management in the context of talent acquisition, it's essential to distinguish between the two.

Talent Acquisition (TA) focuses on the processes and activities involved in identifying, attracting, engaging, and converting the right candidates to fill specific roles within an organization. It's like the initial sowing of seeds, with the hope that the talent acquired will flourish within the company.

Talent Management (TM), on the other hand, is a comprehensive strategy that encompasses all activities related to engaging, developing, and retaining the acquired talent. It's about cultivating those seeds to ensure they grow strong and thrive. This includes ongoing training, performance management, career development, and employee engagement initiatives.

Now, let's dive into why talent management is crucial for talent acquisition.

Long-term Talent Sustainability

Effective talent management is the difference between high retention rates and high turnover rates. With high turnover rates, your TA teams are always on, continually striving to fill critical roles across the organization. This includes burning time and financial resources on marketing, sourcing, posting to job boards, and screening potential candidates — all of which keep TA teams in a repetitive cycle that makes it difficult to spend time getting to know top candidates.

For TM teams, they risk productivity losses surrounding specific knowledge, skills, and training. High turnover rates also can negatively impact team performance and morale, making it difficult to improve engagement and create a compelling company culture that’s focused on long-term growth.

On the flip side, having high retention rates allows your TA teams to be more strategic about which candidates they go after since they have fewer roles to scout, screen, and hire for. It also boosts productivity among your workforce and positively impacts employees as they continue to apply their expertise and learnings to their roles, empowering them to continue on their career path as they become more confident in their abilities.

With individuals sticking around longer, businesses can begin to succession plan, leverage workforce intelligence, assess the efficacy of existing strategies, and make more informed hiring decisions that influence both talent acquisition and management efforts.

The longer an individual stays employed, the easier it is for a company to tap into their networks to expand potential talent pools while cutting down on sourcing time. It also opens the door to upskilling over time to help individuals within the company gain new skills and experience to prepare them to step into critical roles as they become available.

For example, by leveraging these kinds of insights, you can create more effective talent management strategies that aim to nurture and sustain your workforce's skills, knowledge, and expertise while simultaneously reducing the need for constant recruitment.

It also opens up opportunities for internal mobility success stories. As employees continue to grow and evolve alongside the business, managers and leaders can prepare high-performing individuals to step into leadership roles as they become available in the future.

Improved Recruitment Efforts

When talent acquisition and talent management strategies are aligned, it becomes easier to identify the specific skills, traits, and characteristics that contribute to short- and long-term company goals. Recruiters are better equipped to target individuals who not only possess the required qualifications but also fit into the company culture and can be upskilled into future available roles.

It also unlocks opportunities for recruiters to tap into internal talent pools to see who is available for open roles based on their skills and experience. This approach can accelerate time to fill since the individual already is a company culture fit and is accustomed to the brand’s values, mission, vision, and goals.

In essence, talent management provides a blueprint for your talent acquisition team, allowing them to source and attract candidates with a higher potential for success within your organization.

Enhanced Employee Productivity and Satisfaction

Employees are more likely to excel and remain engaged in their work when they feel supported by their employer. Talent management strategies that include ongoing training, opportunities for skill development, and career advancement paths empower employees to improve their skills and invest in their future within the company. This, in turn, fosters a more motivated and satisfied workforce, leading to increased productivity and reduced turnover rates.

Pro tip: By pairing career development with a corporate alumni program, you can keep the door open for boomerang employees to return to your organization to fill critical roles faster.

Attraction of Top Talent

A well-executed talent management program often serves as a powerful magnet for top talent. Potential candidates are more likely to be attracted to organizations that prioritize their growth and development.

By showcasing your talent management initiatives during the recruitment process, you'll not only attract more qualified candidates but also demonstrate your commitment to fostering their success throughout their careers at your company.

9 of the Best Talent Management Strategies

To fully maximize the positive impact of talent management for talent acquisition, you need to implement effective strategies. Here are some of the best talent management strategies to consider:

1. Career Pathing: Leverage career pathing technology to create individualized paths for each of your employees. These plans should outline a clear path with actionable steps, including training, mentoring, and skills-building opportunities, to help empower employees to take charge of their unique career journey.

2. Learning and Development Programs: Invest in continuous learning and development programs to keep your workforce updated on industry trends and evolving technologies. It’s also important to note that L&D programs should be personalized based on each individual’s unique skills and expertise since no two career journeys are the same.

3. Mentoring and Coaching: Establish mentorship and coaching programs to help employees develop their skills and knowledge, providing a source of guidance and support. By offering mentoring programs, mentors and mentees create meaningful relationships that can extend beyond the organization. It’s easy for an individual to leave a job, but it’s difficult for them to leave an impactful relationship that’s helped them progress.

4. Employee Engagement Initiatives: Implement programs and DE&I initiatives that foster a sense of belonging and commitment among your employees. This could include wellness initiatives, team-building activities, and recognition programs that help individuals feel a part of the greater community. This is especially important in remote or hybrid environments.

5. Internal Mobility: Expand the available talent pool and gain better visibility into which employees are interested in moving into newly available positions within the organization through internal mobility initiatives. Lateral or vertical moves throughout the business can be highlighted in potential career paths and supported by management when using the right technology to foster internal mobility.

6. Performance Management: Regularly evaluate employee performance, providing constructive feedback and recognition for their achievements. This process helps in identifying areas where employees may need additional support.

7. Succession Planning: Identify potential future leaders within your organization and nurture them for leadership positions. Make sure they feel comfortable working with their manager to acquire new skills that will help them succeed in a leadership role. This ensures a seamless transition when key positions become vacant. It also removes confusion surrounding who’s available to fill critical roles.

8. Referrals: Unlock potential best-fit candidates by encouraging employees to refer individuals from their networks to available roles. By incentivizing these efforts and creating engaging referral programs, employees can recommend talent to TA teams in a meaningful way that could reduce time to hire.

9. Data-Driven Decision Making: Utilize data and analytics to make informed decisions about talent management strategies. By better understanding what initiatives are effective and what programs should be reworked, your talent management teams can ensure they’re implementing the most effective processes for your organization. In-depth insights make it easier to identify potential areas for improvement and track the success of your efforts — giving you insider information when looking to design and implement a new strategy in the future.

Shifting Talent Acquisition Efforts to Align with Talent Management Strategies

TA teams can embrace a holistic approach by recognizing the value of internal candidates, fostering a culture of internal mobility and growth that empowers individuals to pursue their unique career journey without leaving your organization.

Here are a couple of ways you can get your TA teams more aligned with talent management efforts:

Leverage employee referrals to enhance the quality of your hires by tapping into existing workforce networks, leading to candidates that are more likely to be aligned with your company culture and values
Embrace cross-functional opportunities and promotions to boost employee morale and minimize the cost and time associated with external hires
Create an employee referral program with attractive incentives to motivate current staff to actively participate in the talent acquisition process, expanding the pool of potential hires

By aligning internal candidate development, employee referrals, and talent management strategies, TA teams can nurture a more engaged and cohesive workforce while optimizing recruitment outcomes.

Talent Management and Talent Acquisition Go Hand In Hand

Overall, talent management is not just a desirable element of HR strategy; it's a critical component that directly impacts the success of your talent acquisition efforts. When these two functions work in harmony, organizations can attract, nurture, and retain the top talent they need to thrive in today's competitive marketplace.

By implementing the best talent management strategies, you can ensure the long-term sustainability of your workforce and, in turn, the success of your organization. To elevate how your business approaches talent management, download our Definitive Guide to Employee Development and Retention now.

Kasey Lynch

Kasey is a content marketing writer, focused on highlighting the importance of positive experiences. She's passionate about SEO strategy, collaboration, and data analytics. In her free time, she enjoys camping, cooking, exercising, and spending time with her loved ones — including her dog, Rocky.