- The four Labour Codes took effect on 21 November 2025 and require a written appointment letter for every employee.
- Digital CVs, ID proofs and test scores are personal data under the DPDP Act, 2023.
- Most DPDP duties, including notices, security safeguards and breach reporting, apply from 13 May 2027.
- A fixed-term hire now qualifies for gratuity after one year of service, against five years for permanent staff.
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How is talent acquisition different from recruitment?
Recruitment reacts. Talent acquisition plans.
A recruiter receives a vacancy and fills it. A talent acquisition team starts from your headcount plan for the next one to three years, then works backwards to the channels, pay bands and employer brand that will bring those people in.
| Recruitment | Talent acquisition | |
|---|---|---|
| Time frame | The open role | One to three years of headcount |
| Starting point | A job description | A workforce plan and salary benchmarking |
| Channels | Job boards and agencies | Referrals, campus hiring, lateral hiring, alumni |
| Measured by | Time to fill | Quality of hire and first-year retention |
That table is talent acquisition vs recruitment in short. Our guide on how an EOR assists in talent acquisition covers the planning side in more depth.
What does the hiring cycle look like in India?
Seven stages. The last three carry most of the legal weight.
- Plan the roles, levels and budget for each team.
- Source through referrals, job portals, campuses or a recruitment process outsourcing partner.
- Assess with interviews, work samples and reference calls.
- Make the offer and agree a joining date.
- Run background verification with the candidate’s consent.
- Issue the appointment letter before day one.
- Onboard, enrol the hire in PF and ESI, and set up payroll.
The weak spot sits between stages 4 and 6. A candidate with a long notice period can hold your offer for weeks while their current employer prepares a counter. Hence many Indian hiring teams track offer dropout as closely as time to hire.
Paperwork changed too. The Ministry of Labour’s release on the Labour Codes confirms the appointment letter mandate, and DPDP notices will soon cover every CV you store.
Who does what when you hire through an EOR?
You pick the person. The EOR becomes the legal employer.
So your managers write the brief, run interviews and make the final call. The EOR issues the offer and appointment letters in its own name, runs the checks, registers the hire for PF and ESI and adds them to payroll. One rule saves trouble later: never promise pay or perks in an email that the EOR’s letter does not contain.
How does Remunance support talent acquisition for your India team?
Remunance bundles talent acquisition and background verification into its EOR service, so sourcing, checks and the appointment letter sit with one Indian employer. We have hired 1,200+ Indian employees for clients across 34 Indian cities. See how we run recruitment services in India, then plan your first India hires with us.
What else do people ask about talent acquisition?
What is the talent acquisition meaning in HR?
It is the HR function that finds and hires people against a long-term workforce plan. Employer branding, sourcing, assessment, offers and onboarding all sit inside it.
Is a talent acquisition team the same as a recruitment team?
Not quite. Recruiters fill open roles. A talent acquisition team also forecasts demand, builds pipelines and owns the candidate experience from first contact to day one.
Does an EOR choose candidates for you?
No. It can source and screen them, but you choose. The EOR then employs the person, issues the letters and runs payroll and statutory filings.
Planning a hire in India?
Our founding team has run payroll and hiring in India for 22+ years, first as Remunance Systems, which was later acquired by ADP.