When a group of senior HR leaders recently gathered to discuss their shared challenges in redefining the future of talent — an immediate focus of conversation was integrating TA and TM. For the leaders in the room, and for leaders all across the globe, it’s a conversation that is marked by urgency. For many, the opportunities for collaboration and synergy are just too great to miss, while for many others the costs of the disconnects are becoming too painful to ignore. The conversation, then, isn’t whether to integrate the functions but how. And the devil, as they say, is in the details
In many organizations, a wall of separation has existed between the talent acquisition (TA) and talent management (TM) functions for years. TA operates on its own, separate from HR and TM, while bemoaning the fact that no one “gets” what they do. At the same time, HR Business Partners and OD professionals often wonder, “What do those recruiters do? How hard can recruiting be?” Even if they report into the same senior HR leader, it’s not typical for these groups to work together or with the same goals in mind.
