By Vicki Pero, SPHR

Most people are familiar with the term “recruitment” and consider it a challenging (not the good kind of challenging) administrative task, especially when it comes to filling frontline positions. I prefer to describe these activities as talent acquisition, because the tactics associated with this approach are quite different.

In today’s hyper-competitive parking industry talent market, we all need to bring our A games to attract the best candidates, and the best way to do this is through talent acquisition. I recently sat down with The Parking Podcast to discuss this topic; below, I’ve highlighted the key differences between the two approaches in a bit more detail than what the host and I discussed. Compare what you see here to your own practices to ensure you’re getting the best results from your efforts.

Talent Acquisition: Active approach to reaching candidates. Given that 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.

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

Want to learn more? Listen to this week’s episode of The Parking Podcast here.

Vicki Pero, SPHR, is principal of The Marlyn Group.