Three Types of Talent Acquisition Roles

The current situation of the labour market is one of the most difficult in decades. Workers have realised they have options, and they are becoming more selective about which organisations they want to work for. It's no surprise that anyone would consider a career in talent acquisition in light of these changes. That, however, is not the case. Instead, professionals who work in talent acquisition roles report a high level of job satisfaction.

What is talent acquisition?

Talent acquisition is broadly defined as the process of finding the proper individual for the position. In a corporate setting, talent acquisition is generally under the HR human resources umbrella. The essential components are searching, identifying, recruiting, obtaining, analysing, and hiring people to fill unfilled jobs in the organisation.

It is not to be confused with recruiting, which focuses on the organisation's immediate staffing requirements. Talent acquisition focuses on HR strategy and is more concerned with a company's long-term goals.

Through strategic planning and execution, talent acquisition contributes to the firm's future success by discovering and evaluating exceptional prospects for all company levels, including senior positions and hard-to-fill roles.

The three types of talent acquisition

Not all people who work in talent acquisition fit the job description exactly. These experts employ their distinct skill sets to drive the human resources department's staffing achievements, depending on their primary goals, roles, and responsibilities.

Talent acquisition specialist

This person is more engaged in the company's talent acquisition process. They are involved in the entire recruiting process and help with succession planning, sourcing, candidate screening, training management, legal compliance, and reporting, among other things. They are also involved in the development of candidates and the recruiting process.

This position entails writing appealing job descriptions for posting on job boards and the company's career website. They find candidates and do the initial screening. Talent acquisition specialists are involved in the interviewing process, either conducting interviews themselves or counselling hiring managers. They will be in charge of all administrative aspects of the employment process and could also serve as a consultant for future hiring requirements and initiatives.

Strong communication skills are required for success in this position. They'd also need to be familiar with different sourcing strategies, interview techniques, and how job boards work, as well as whether social media networks offer the best resource for the individual candidate being sought.

A bachelor's degree in business or human resources may be required for this position. Even so, experience in the industry for which this person is recruiting and a track record of successful placements will help this individual succeed in this role.

Talent acquisition manager

As the term implies, this person is in charge of the talent acquisition department's work. Though the job title varies based on the firm's size, in general, this person is in charge of planning, devising, and implementing acquisition strategies that help the company achieve its objectives.

This individual also determines current personnel needs and attends job fairs. They also create methods to improve the candidate experience and play a significant part in implementing the employer's branding to attract more competent candidates.

To be effective in this position, the manager would also require extensive knowledge of HR legislation and expertise working with various job-posting sites and professional social media platforms. They also require knowledge of different interviewing strategies for obtaining critical information from candidates to make informed hiring decisions and keep the organisation compliant with employment laws.

Although a bachelor's degree in business or human resources is unlikely to be required for this job, employers will still seek for years of expertise in the industry when hiring for this position.

Head of talent acquisition

This individual is regarded as the top of the talent acquisition department, supervising the team beneath them. They'd keep an eye on the company's workforce requirements and collaborate closely with HR business partners or CEOs on talent acquisition tactics to address issues.

Developing programmes for employee retention and learning, managing tools, collecting data, and running reports would be part of their day-to-day work, which they would use to construct and guide teams to meet company hiring goals.

A solid ability to communicate effectively is essential for success in this profession. This person should also have the ability to form strong bonds with employees at all levels. This person can establish and lead a results-oriented crew by understanding team dynamics. This person should also have strategic thinking skills and the ability to solve problems.

This position would almost certainly necessitate a university degree, preferably in Business or Human Resources. For senior management to hire this person for the job, they would need a lot of experience. A CV of previous successes, together with excellent references, would be appropriate.

Being in charge of talent acquisition has its drawbacks. To be most effective in these roles, they must stay current on the best practices and techniques to be competitive in a tight labour market.

Source: EmployeeCycle