Words Matter.

In our ongoing pursuit to challenge an industry that has been conventional for decades, we must consider some of the words and phrases we use regarding the human side of recruitment. We’ve been actively working on this at TMG for some time now. We aim to change industry perceptions by carefully choosing our language and words daily.

Among the myriad of statistics, predictions, and leading indicators pointing to the global labour markets with future job creation that does not currently exist today, we should be expecting and preparing for a lot of ‘new’ over the next decade. So, what better time than now to build upon the foundation and rejuvenate some of the terminology?

In closer examination, it’s interesting to see how language and the successful identification of talent for an organization have become outdated in recent years. What was once a one-way street for companies to seek and acquire a candidate has transformed into a complex roadway system with roundabouts and multiple exit points for both the individual and the company to journey along and consider. It’s crucial to thoroughly explore these pathways to address problems, as human input is often vital in finding solutions. This shift from a transactional to a collaborative approach is not just a change; it’s an exciting new possibility.

Enter the window of opportunity to open and explore.

Talent acquisition, in its sheer definition, is arguably losing its footing. The phrase implies a one-way transaction where the company or the internal hiring team selects what they believe to be the ideal candidate for the business. The candidate is to prepare, research the company, and, more likely than not, attempt to ‘win over’ a hiring committee by displaying their skills and abilities, top accomplishments, and knowledge of the organization’s mission and vision.  

Over time, with evidenced-based knowledge, it has become clear that this approach falls short today more often than not. Why? Because in the ever-evolving new world of work, the needs of the individual and the company are leveling out and leveling up on the playing field. Individuals, not just candidates, are empowered to understand the company’s more profound purpose. Does the company align with their personal and professional values, belief systems, motivations, and career aspirations? These are all valid and essential to the decision-making process for many. Talent Access removes the friction and predetermined assumption that the conversation is one-directional. It shifts the mindset and perspective to a collaborative, engaging, and deeper discussion about the mutual benefits of both the organization and the individual.

It will be fascinating to observe how companies react to this transformation, which may play a significant part in their people strategy, retention rates, and the overall health of work culture. Candidates are now more than just entries in a pool of applicants. They’re actively engaged, curious, and thoughtful, focusing on achieving personal and professional fulfillment in their career progression. Bridging human capabilities, not capital, with access to fantastic companies and organizations.