What's the difference; you may be asking yourself?

Talent acquisition is of the upmost importance in organizations today. A lot of time, energy and money is spent with this goal in mind. Hundreds of thousands and in some cases millions are being spent on targeting top candidates. Organizations also have recruitment managers compiling metics to ensure ROI. However they can save time and money by focusing on the efficiency in the hiring process; screening and on-boarding.

Organizations are also struggling to retain talent after hiring. Studies show that 22 percent of turnover in the U.S. occurs in the first 45 days of employment. New hires expect to hit the ground running but there is often a disconnect between the expectations and the reality. So they are likely to loose those talented individuals by not managing their expectations.

The key hiring is maintaining the momentum built during recruiting, and offering candidates a streamlined and transparent process. In fact, studies show that new employees who go through a structured hiring program are 58% more likely to remain with the organization after three years.

Two things to consider when working to close this gap are metrics and the process to ensure that they are equally efficient.

Choose the right metrics-for example using time to hire data, organizations can identify various areas for improvement in recruiting and hiring. In addition time-to-hire metrics can be used to measure the efficiency of the hiring process at all levels.

Make use of a good standardized and automated processes-This can be a biggest challenge for organizations when hiring. In this day and age applicant tracking technology is very important. Recruit-Drive can reduce the time HR professionals spend on more time-consuming hiring tasks, so they can focus on the on-boarding process rather than processing paperwork.

Unless organizations can bridge the gap between recruiting and hiring — and measure effectively— attracting and retaining talent will continue to be a challenge.