Talent Acquisition tends to focus on long-term resource planning, to find candidates for positions that have a very specific skillset. Taking the long term strategic approach to talent acquisition has a huge impact on how an approach is made to a candidate. In today’s competitive environment for people, all talent markets need a talent acquisition strategy. Here we focus on talent that the person possesses and not just the educational background or the experience/working years one has. To be simple, it is about attracting, recruiting, inducting and making use of the right talent. Talent Acquisition is- networking >recruiting> retention > employers branding > building relations Recruiting has the objective to find a candidate to fill a vacant position. A Talent Acquisition strategy instead has the objective to find specialists, leaders and future employees for the business. Long-term planning is driven by the facts: to cover specialist positions or leadership roles, often takes a long time. On average at least three months, but for some positions in highly technological sectors, it can be more than six months. Talent Acquisition means a view of not only filling positions but also utilization of the candidates and their skills that come out of a rigorous recruiting process as a means to fill similar positions in the future also. Talent Acquisition professionals understand that each talent has something of value to offer. They also build relationships with the best of the talent that leads to more successful networking, more referrals, more business and an amazing give and take of expertise, knowledge, and information.