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It summarizes a brief history of talent acquisition and highlights a digital-age challenge: employer branding on social media. The introduction frames five included papers across multiple analytic levels, theories, contexts, and research designs. 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Dineen2 | David G. Allen3,4  | Anthony C. Klotz5   \n1Nanyang Business School, Nanyang Technological University, Singapore 2Krannert School of Management, Purdue University, West Lafayette, Indiana, USA 3Neely School of Business, Texas Christian University, Fort Worth, Texas, USA 4Warwick Business School, University of Warwick, Coventry, UK  \n5UCL School of Management, University College London, London, UK  \nCorrespondence  \nKang Yang Trevor Yu, Nanyang Business School, Nanyang Technological University, S3 -B1C-94,  \nDivision of Leadership, Management and Organisation, College of Business (Nanyang Business School),  \nNanyang Technological University, 639798, Singapore.  \nEmail: [akyyu@ntu.edu.sg](akyyu@ntu.edu.sg)  \nAbstract  \nThis article introduces the special issue in Human Resource Management featuring employer branding and talent acquisition. We provide a brief history of talent acquisition and introduce an employer branding approach to this process, especially emphasizing the potential of this approach for building competitive advantage. The challenges of employer branding on social media in the digital age are also highlighted. We then introduce the five papers contained in this issue, each representing a variety of levels of analysis, theoretical perspectives, environmental contexts, and methodological and design approaches to scholarly investigations on this topic. Our introduction concludes with a list of research questions characterizing an agenda for future research based aroundthe themes of (i) macro contextual effects; (ii) strategic employer branding; (iii) psychology and processing of employer brands; (iv) role the time; and (v) methods and approaches.  \nKEYWOR DS  \nemployer branding, job search, organizational attraction, recruitment, Talent acquisition  \n1 | INTRODUCTION  \nA recent worldwide survey conducted by the ManpowerGroup involving more than 40,000 employers in 40 countries indicates that the scarcity of skilled talent in the global economy has reached critical levels. With about three quarters of companies reporting talent shortages and hiring difficulties, especially in key sectors like education, health, government, IT and technology, addressing these talent acquisition challenges has perhaps never been more urgent (ManpowerGroup, 2022). The consequences of such talent shortages can be severe and long-lasting. KornFerry projections (Franzino et al., 2022) even suggest that the global human talent shortage will reach more than 85 million people by 2030, which could result in an estimated $8.5 trillion in unrealized annual revenues. Exacerbating this situation, prevailing conditions from the lingering Covid-19 pandemic, aging populations, shifting societal preferences away from conventional employment arrangements, and the rise of the gig economy have further fueled this emerging talent shortage perfect storm. Some companies have chosen to address this situation by offering large pay packages and signing bonuses, which is hardly a sustainable strategy (Pelosse, 2022).  \n2 | A BRIEF HISTORY OF TALENT ACQUISITION  \nOur current body of knowledge on talent acquisition has primarily been built through employee recruitment research. Recruitment refers to the broad set of activities that connect applicants to organizations and their jobs (Ployhart et al. , 2017, p. 3) . More specifically though, recruitment is viewed as a process occurring over time, usually beginning with generating, sourcing, and identifying job candidates, followed by engaging with job applicants and managing their status, and finally influencing the job choice of these applicants (Barber, 1998) . In their 100-year review of research on recruitment, Ployhart et al. (2017) reported that although the earliest article on the topi","cbCaihisos7hW0jz","https://ap.wps.com/l/cbCaihisos7hW0jz","pdf",779867,10,"English","# INTRODUCTION\n# A BRIEF HISTORY OF TALENT ACQUISITION","[{\"question\":\"What is the focus of the special issue introduced in the article?\",\"answer\":\"The special issue centers on employer branding and talent acquisition within Human Resource Management, explaining how branding approaches can shape recruitment and competitive advantage.\"},{\"question\":\"How does the article describe the history of talent acquisition?\",\"answer\":\"It presents talent acquisition knowledge as evolving from recruitment research, tracing how recruitment studies grew and broadened over time, including work on interviews, recruiting strategies, and realistic job previews.\"},{\"question\":\"What future research themes does the introduction propose?\",\"answer\":\"The article proposes research questions organized around macro contextual effects, strategic employer branding, psychology and processing of employer brands, the role of time, and methods and approaches.\"}]","Winning applicants and influencing job seekers - An introduction to the special issue on employer branding and talent acquisition | PDF"]