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By Sam Andrews
Animator / Designer / Dancer
13/12/2022

Talent Acquisition Specialist: 10 Key Skill Requirements for 2020

They will need to be able to reach out to people through LinkedIn, Facebook, and even e-mail. After all, if a potential candidate receives a poorly-written e-mail from a talent acquisition specialist, they will likely doubt the legitimacy of the company. To be a successful talent acquisition specialist, you also need to have an array of soft skills as well. Much of the job involves interfacing with a wide variety of people. You will need to effectively communicate with HR personnel to make sure you know exactly the type of candidate they are looking for. You also will need to be able to welcome candidates and make them feel at ease.

But you do not just need to be a good face-to-face communicator to succeed. Connecting with people across a variety of platforms is incredibly useful. Talent acquisition specialists will typically need to be able to network in order to find the best candidates.

Talent Acquisition Specialist Job Description Summary

It is crucial to set clear expectations and deliver your message to potential candidates. 78% of talent acquisition specialists in Germany reported diversity as a challenging issue in hiring. With such a diverse labour market, your talent acquisition specialist is responsible for choosing the best. They should understand the candidate and organizational needs, and fill any gaps for successful hiring. The talent acquisition specialist job involves managing different stages of the hiring process. Typically, a talent acquisition specialist also review resumes and applications.

In some cases, you may be tasked with overseeing a staff of talent acquisition specialists. In terms of specific experience needed for the job, most companies look for people who have had experience recruiting talent and dealing with the on-boarding process. They also will typically need experience with developing different strategies for networking and finding potential candidates. Talent acquisition specialists will need to have a firm grasp of their company’s brand identity and an ability to project that identity to candidates. And lastly, having experience working with many types of people is a necessity.

Multitasking skills

A streamlined and effective onboarding process helps employees build a positive connection with company culture and expectations, which can improve retention and loyalty by up to 50%. Thoroughly checking references is a crucial step in hiring decisions. Talent acquisition specialists may contact candidates’ current or former managers and colleagues to verify qualifications, experience or other employment details. Some organizations even request background checks before finalizing job offers. During this stage, candidates complete preliminary assessments and phone or virtual interviews to determine if they meet the necessary skill levels and competencies for the role. This step also gauges candidate interest level, salary expectations and other important details.

If an employer does not want to spend the time or money to train new employees, they typically will work with a talent acquisition specialist to find the right hire. Usually, they work in fast-changing, competitive industries where they will need to consider both an employee’s readiness for a current role and their ability to move into future roles. Talent acquisition refers to the strategic process of identifying, evaluating and acquiring new employees for an organization.

Employer Branding

They are responsible for bringing in the best employees that can add to the organizational effectiveness. But, talent acquisition specialists also need the necessary skills. We are seeking a skilled talent acquisition specialist to source top-notch candidates for our company. In this role, you will be responsible for determining job requirements, screening candidates, and forecasting hiring needs.

Those on the shortlist of final candidates must complete one or a series of interviews, such as panel, group or progressive executive interviews. Talent acquisition managers help design the interview process and questions for each job opening and determine important qualities or competencies candidates must show during interviews. Hiring managers often receive countless applications for a single position but struggle to find the right hire. Talent acquisition specialists help companies source and hire the best candidates with strategic methods that align with overall organizational goals. Applicant tracking systems are powerful tools that make the recruitment and hiring process much easier. Such tools are especially helpful when screening hundreds of applicants, and you have to follow through with each one’s applications.

Talent Acquisition Partners

In most cases, you also will need at least a basic familiarity with office programs like Microsoft Word and Excel. Applicant tracking systems and human resource information systems are important aspects of a talent acquisition specialist job description. A talent acquisition specialist may even write the job description from scratch and help formulate practical interview questions. Therefore, they must acquire human resources management skills and learn how to compose top-quality job descriptions. After the talent acquisition specialist has sourced enough candidates, it’s time to determine who is qualified enough to move to the next stage of the hiring process. To help them, they can use applicant-tracking systems, personal screening, or pre-employment tests.

A great way to understand the type of work Talent Acquisition Specialists do is to examine actual job postings and distill the specific skills that employers are seeking. That will help paint a clearer picture of the tasks and work that Talent Acquisition Specialists tackle each day. Talent Acquisition Specialist is a human resources professional responsible Talent Acquisition Specialist job for sourcing, attracting, selecting and hiring top talent in the market. Documenting processes and fostering good relationships with potential candidates and past applicants. To make sure you’ll have access to as many job opportunities as possible, you may also want to consider earning a credential from the Society for Human Resource Management .

The specialist should liaise with managers, complete reference checks, and utilize online application methods such as LinkedIn profile views. In addition to sourcing and recruiting, Preston specializes in talent strategy, https://wizardsdev.com/ candidate experience, hiring process design, recruitment marketing, and onboarding. If your company is looking for ways to improve your hiring strategy, hiring a talent acquisition partner might be the right way to go.

• With that said, here’s an example of what a TA partner job description might look like.
• You will surely lose your potential candidates to your competitors.
• An expanding workforce with brand new skill sets means hiring teams must get with the times and be more resourceful than ever.
• This involves researching and developing globally relatable long-form content like eBooks, Buyer Guides, White Papers, and Survey Reports – all rooted in subject matter knowledge and passion for the subjects.
• Sourcing candidates involves vetting the leads generated from the initial talent identification.
• The next step is to send the information about the selected applicants to the hiring manager so they can decide who they would like to interview.