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Talent Acquisition | How Does it Work? (Explained) | ADP

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With the right technology and strategy, you may be able to land top talent to suit your long-term business needs. Learn more about talent acquisition

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https://www.adp.com/resources/articles-and-insights/articles/t/talent-acquisition.aspx

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Small Business, Midsized and Large Business


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        Last updated: November 17, 2025

Talent acquisition is the method by which businesses fill immediate job openings and create pools of passive candidates for future opportunities. The basic steps are to create a candidate network, recruit strong contenders, conduct interviews and onboard new hires. Recruitment technology is often used to help simplify this process.

Talent acquisition key takeaways:


    Talent acquisition strategies help employers source active job seekers and market themselves amongst passive candidates.
    Strategies may be tailored to specific needs, such as bulk hiring, internal hiring, and recruiting senior leaders or technical specialists.
    Businesses commonly use talent acquisition software to automate processes and make more informed hiring decisions.



Table of Contents

    Why is talent acquisition important?
    What’s the difference between recruiting and talent acquisition?
    How does the talent acquisition process work?
    Tips for optimal talent acquisition
    What are some specific talent acquisition strategies?


Why is talent acquisition important?
Having the right people in the right roles helps businesses improve productivity and remain competitive in the market. Without a talent acquisition strategy, organizations may find it difficult to not only source active candidates, but also to market themselves as a preferred employer and network with passive candidates.
What's the difference between recruiting and talent acquisition?
Recruitment is often a reactive method of filling immediate job openings in the quickest course possible, whereas talent acquisition is viewed as a long-term, proactive approach to creating a talent pipeline. Certain roles, like senior executives and individuals with highly-specialized skill sets, can generally only be sourced through talent acquisition. Yet, any business, regardless of its staffing needs, can benefit from a forward-thinking, talent acquisition strategy that addresses both the job vacancies of today and those of tomorrow with a strong pool of candidates.





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Talent acquisition checklist
While it’s true that talent acquisition means playing the long game, it doesn’t have to be daunting. Many employers reach their goals by following a basic checklist:

    Create a network
    Visiting conferences or joining online forums are great ways to make a lasting impression as an employer of choice and build relationships with people that meet the business’s current and future talent needs.
    
    
    Recruit the best fit candidates
    Strong job descriptions and competitive compensation are just the beginning. Employers need to build positive brand recognition and promote all the things that make their workplace culture unique via their career portal and website. Having a strategic presence on the job platforms that that are best suited for the desired roles can also be helpful.
    
    
    Interview applicants
    In addition to focusing on the required tasks of the job, good interviewees often will assess a candidate’s problem-solving skills, resourcefulness and personality.
    
    
    Validate references
    First impressions can go a long way, but sometimes hiring managers need the bigger picture. This is where references and screening and selection tools can play an important part in verifying if an applicant truly has what it takes to succeed in the role.
    
    
    Select the final candidate
    Streamlined software, such as applicant tracking systems with evaluation tools, can make it easier to narrow the list of candidates, especially when busy senior executives or large teams of stakeholders need to have a say in the final decision.
    
    
    Onboard the new hire
    Onboarding can help transform a top candidate to a top performer on the team. Ideally, it should begin before the new employee’s start date and be as streamlined and user friendly as possible.

Tips for optimal talent acquisition
It’s important to monitor success when building a talent acquisition strategy. If the results aren’t meeting expectations, there are several ways to improve:

    Rely on prior experiences to accurately forecast how long it will take to fill certain roles.
    Use talent acquisition software that can automatically post jobs and reply to applicants.
    Keep primary business goals in mind to help ensure candidates are a match long term.
    Incentivize employees with rewards for referring candidates that are eventually hired.
    Be up front about expectations, e.g., required experience, compensation and work-life balance.
    Create a compelling brand message and communicate it broadly and consistently.
    Frequently check in with new hires during onboarding and beyond to see how they’re acclimating.

What are some specific talent acquisition strategies?
Talent acquisition strategies can be tailored to meet specific hiring needs. Here are some of the more common examples:
Bulk hiring
Hiring many candidates at once presents challenges with both cost and quality. In such cases, talent acquisition software that automates repetitive tasks and facilitates data-driven decision-making is almost always necessary.
Senior leadership
Unlike junior-level employees who may have more time to acclimate to their new role, senior executives are usually expected to lead from day one on the job. Sourcing candidates capable of these expectations can be difficult and may require an experienced recruiting staff or a partnership with a talent sourcing agency.
Technical specialists
Prior experience and the interview itself are an important litmus tests for many candidates, but not necessarily when it comes to technicians. Skills tests, questionnaires and demonstrated assessments are often more effective methods of determining if someone is right for a specialist role.
Internal hires
Hiring internal candidates can simplify the talent acquisition process. To make the most of this strategy, however, permissions within the talent acquisition system will need to be in place. It’s also important to encourage current employees to learn new skills outside of their daily responsibilities so they can grow within the broader organization.
Frequently asked questions about talent acquisition
Is talent acquisition the same as HR?
Talent acquisition is primarily an HR responsibility, but in some instances, it may be a standalone department that works closely with HR. In either case, the talent acquisition team must know how to promote the employer’s brand, identify and evaluate qualified candidates, and adhere to all hiring laws and regulations.
What is the purpose of talent acquisition?
The purpose of talent acquisition is to make recruitment more strategic and better suited to an organization’s goals. In this way, employers can find the best candidates for the jobs they need filled today, as well as passive candidates who might be a great fit down the road.
Is onboarding part of talent acquisition?
Onboarding is generally considered the last step of the talent acquisition process, but is just as important as any other. Drop the ball here with an unwelcoming experience and all the hard work that went into landing a candidate may be lost. In fact, as much as 20% of employee turnover happens in the first 45 days.1
1 The Society for Human Resource Management
This article is intended to be used as a starting point in analyzing talent acquisition and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.
                
            
            
                
                        
                            Alex Green
                        
                    Senior Marketing Director, Talent Solutions, ADP
                    Alex Green is a results-driven marketer known for her desire to deliver innovation and excellence. She is passionate about helping organizations create workplaces where their people can thrive.
                
            
        

        
    

            

Why is talent acquisition important?

What's the difference between recruiting and talent acquisition?

What are some specific talent acquisition strategies?

Is talent acquisition the same as HR?

What is the purpose of talent acquisition?

Is onboarding part of talent acquisition?

  What is talent acquisition?

Source

 How a fair hiring process can improve job recruitment

 Best practices for avoiding employee turnover

 Employment Applications: What to Avoid, What to Include

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technology

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Henry Taub

Frank Lautenberg

Paterson, NJ

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              chatComponentElement.addEventListener("config-loaded", (event) =>
                chatComponentElement.launchChat()
              );
              popup.remove();
            } else {
              console.error("Failed to configure chat");
            }
          } else {
            console.error("Failed to initialize chat");
          }
        })
      );
    } catch (e) {
      console.error("Failed to start chat", e);
      // Push to CS and GA
      window._uxa = window._uxa || [];
      window._uxa.push([
        "chatError",
        `${e.message}`,
        { type: "systemError", severity: "log" },
      ]);
      if (dataLayer) {
        dataLayer.push({ event: "chatError", errorMessage: e.message });
      }
    }
  });


Element.prototype.matches||(Element.prototype.matches=Element.prototype.matchesSelector||Element.prototype.mozMatchesSelector||Element.prototype.msMatchesSelector||Element.prototype.oMatchesSelector||Element.prototype.webkitMatchesSelector||function(a){a=(this.document||this.ownerDocument).querySelectorAll(a);for(var b=a.length;0<=--b&&a.item(b)!==this;);return-1<b});

HSTS

Google

✅ Low Risk - https://www.adp.com/resources/articles-and-insights/articles/t/talent-acquisition.aspx

Requests	IP Address	Location	AS Autonomous System
39	92.123.104.20	Frankfurt am Main, Hesse, Germany	AS20940Akamai International B.V.
8	44.237.139.161	Boardman, Oregon, United States	AS16509AMAZON-02
7	3.224.255.243	Ashburn, Virginia, United States	AS14618AMAZON-AES
6	216.58.206.40	United States	AS15169GOOGLE
4	18.245.86.65	United States	AS16509AMAZON-02
4	146.75.121.140	Frankfurt am Main, Hesse, Germany	AS54113FASTLY
3	65.9.175.13	United States	AS16509AMAZON-02
2	172.67.70.116	United States	AS13335CLOUDFLARENET
2	99.84.152.36	United States	AS16509AMAZON-02
1	142.251.140.164	United States	AS15169GOOGLE
79	81	-	-

Security Scan Report: www.adp.com

Summary

AI Security Verdict

Safe Website

Safety Factors

Details

Screenshot

Page Load Overview

Language Analysis

Primary Language

Detection Details

Website Classification

Primary Category

All Detected Categories

Detected Features

Domain & IP Information

Detected Technologies1

Content Similarity HashesFor malware variant detection

TLSH (Trend Micro Locality Sensitive Hash)

ssdeep (Context Triggered Piecewise Hashing)

sdhash (Similarity Digest Hashing)

Image Hashes

Perceptual Hashes

Other Hashes

Scan History