Payroll Blog

2017: Will Talent Acquisition be recognised at Board level?

The last two decades have seen a world of changes in the workplace; particularly in the talent acquisition field. Both have evolved drastically over the course of the past five years, and it will be interesting to see how these landscapes continue to change again in the future.

Will 2017 be the year Talent Acquisition is recognised at Board Level?
To compete for the best talent, recruiters and recruiting agencies need to keep up with the latest in HR trends as well as the different and diverse ways that candidates are seeking new jobs.

2017 holds some real game changers according to HR experts, not least of which is the changing landscape of recruiting given the new technological advances and the IoT (the Internet of Things), another game changer in recruitment. Another known factor is the fact that the marketplace is globalising at levels never before seen and it’s changing everything.

Also, recent economic upheavals saw many workers displaced and many jobs made redundant. Today, more than half of those positions are back on the vacancy pages of clients who have successfully traded through the recession. The problem is, subsequently talent acquisition professionals are now experiencing issues related to talent candidate shortages and are struggling to fill many internal requisitions.
The workforce marketplace and landscape are changing dramatically, and we need to change with it. Recruiting and retaining excellent talent remains critical for clients who seek to improve productivity and growth.

Smart business leaders know that talent acquisition is a necessary aspect of every business. They are finding new and innovative ways to fill in the talent gap holes left by the baby boom generation who are retiring. Talent and Recruitment professionals are looking for ways to utilise smarter technologies to attract more top, often passive, talent. New methods include creating virtual work environments, offering agile and flexible working conditions, and opening up the application process to candidates from around the globe who are either willing to relocate or who can fulfil the requirements of a role remotely.

According to the experts, “Talent acquisition is as much about retaining talent as it is about attracting it.” Recruiting great talent is worth its weight in gold to businesses but recruiting poor quality or incorrectly skilled talent can be equally costly. It is this distinction that is making Talent professionals more prominent and valuable in the professional workplace. Businesses who do not invest in talent attraction and retention risk hiring poorly trained or inappropriately skilled candidates who can ultimately cost a business vast amounts of time and money.

For this reason, the talent professional is now moving to the forefront regarding importance in companies that range from small to large. The talent acquisition specialist is now one of the most valuable assets to the professional workplace and offers as much to the employment landscape as other skilled professionals typically hired to provide strategic vision and advice to corporate boardrooms.

Talent acquisition professionals interact with other recruitment professionals and with internal hiring managers and directors. They are the liaison between the company and recruitment agencies, finding those which are most skilled in recruiting and working with them, negotiating fees to improve bottom line profits.

Today the smart money is offering talent acquisition a seat at the boardroom table. The smart business knows the importance of attracting and retaining real talent and leadership. Businesses cannot grow; they cannot expand—they cannot survive without the right talent to help them along the way.

Economic restrictions may have affected how businesses wish to invest, but it should not underestimate the importance of ensuring robust talent acquisition strategies remain in place if they want to rely on talent as its foundation for future growth. The problems facing talent professionals will, therefore, centre on productivity and ability to attract top talent. It is not a surprise that, according to the Recruiter Magazine, “83% of talent leaders say talent is the number one priority in their organisation” and that “Talent leaders identify employer branding as the number one area where they wish they could invest more”.

Simply investing in a Talent Leader is not enough. Businesses need to support this investment with a comprehensive talent strategy that incorporates investment in employer branding, specialist employment agency expenditure, recruitment tools and excellent remuneration retention packages if they want to attract the best talent in the marketplace.

So, will 2017 be the year Talent Acquisition is recognised at Board Level? We hope so. Top talent is hard to come by and getting them on board is the best way to ensure a future for every company. After all, it’s a highly competitive world out there…

1. What are your thoughts on this article?
2. Do you believe Talent Acquisition as a profession is undervalued?

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This article was written by Steve Yardley, Associate Director at JGA Recruitment – the leading Payroll, HR & Reward Recruitment Specialists.

If you are looking for expert talent in the fields of Payroll, HR or Reward, then please reach out for a 15 minute ignition call and I would be delighted to discuss how we can help.
Steve Yardley
Associate Director
James Gray Associates Ltd
Payroll, HR & Reward Specialist Recruiters
Tel: 01727 800 377
W: JGA Website
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