Talent Acquisition - Human Resources. The same?

Would more value be placed on Talent Acquisition if it had its own department and didn’t function as a part of human resources? Of course, it depends on the organization. However, imagine a world where TA was valued enough to be separated from HR.

There are several arguments for why Talent Acquisition should not report to HR and why it may be more beneficial for it to be a separate function altogether. Here are a few:

  1. Talent Acquisition requires a different skill set than traditional HR functions: While HR professionals are skilled at managing employee relations, benefits, and compliance, talent acquisition requires a specific skill set focused on recruiting, sourcing, and selecting candidates. By separating the two functions, organizations can ensure that they have specialized talent acquisition professionals who are dedicated solely to finding and hiring the best candidates.
  2. HR may not prioritize talent acquisition: HR professionals are often responsible for a broad range of functions, including employee relations, training, and compliance. With so many competing priorities, talent acquisition may not receive the attention and resources it needs to be effective. By separating talent acquisition from HR, organizations can ensure that it receives the necessary attention and resources to be successful.
  3. Talent Acquisition may need to be more agile and adaptable: In today’s fast-paced business environment, organizations need to be able to adapt quickly to changing market conditions and talent needs. Separate Talent Acquisition functions can be more agile and responsive to these changes, allowing them to pivot their recruitment strategies quickly to meet the organization’s evolving needs.
  4. Better alignment with business goals: By separating Talent Acquisition from HR, organizations can ensure that it is more closely aligned with the overall business strategy. Talent Acquisition can be more closely aligned with the organization’s growth plans and hiring needs, ensuring they attract and hire the right talent to support business growth.
  5. Greater independence and objectivity: Separating Talent Acquisition from HR can also provide greater independence and objectivity in the recruitment process. Talent Acquisition can operate with greater transparency and accountability, reducing the risk of bias and ensuring that the best candidate is selected for the job.

In conclusion, while HR and Talent Acquisition are related functions, they require different skill sets and priorities. Separating Talent Acquisition from HR can provide specialized resources and greater agility, alignment with business goals, and objectivity in recruitment. Ultimately, the decision of whether Talent Acquisition should report to HR or not will depend on the unique needs and goals of the organization.