A talent acquisition specialist works closely with the hiring managers to find the ideal candidate who fits the company’s culture by putting evaluation techniques, human resources expertise, and effective hiring procedures to use. You should learn more about the role of the talent acquisition specialist because it is crucial for the human resources department and entails a number of tasks. This article will describe the job description, salary of a talent acquisition specialist, the responsibilities of a senior talent acquisition specialist, and also how to write a talent acquisition resume,
Talent Acquisition Specialist
Finding, courting, and interviewing job candidates to identify the best match for an organization’s long-term objectives is the responsibility of a talent acquisition specialist. It is taken into account that people are crucial to this process and will certainly determine success in the future.
Job Description of Talent Acquisition Specialist
Because talent acquisition experts are familiar with the job search process, a concise but enticing job description is essential. A compelling overview of the job description and how the prospect will contribute to your end-to-end hiring strategy should be the first step. A significant component of the job description should describe what it’s like to work at your organization and how the candidate will make an effect, even though most of it should focus on the applicant’s skills, responsibilities, and goals.
Job Description Example for a Talent Acquisition Specialist
At [company Z], we constantly strive to improve the company by adding the best candidates to our staff. To assist us in finding, locating, screening, and hiring people for various positions within the business, we are looking for a talent acquisition specialist. Furthermore, the ideal candidate will be familiar with application tracking systems, have two to three years of expertise in talent acquisition, have excellent communication and organizational abilities, and also be capable of coming up with methods for finding potential applications. Excellent interpersonal skills are necessary for this position due to the close collaboration with individuals from many departments that are required.
Objectives for This Position
- Make suggestions to ensure teams are diverse and qualified.
- While meeting personnel needs, maintain a long-term strategy.
- To create application pipelines, and implement employer branding campaigns and other sourcing techniques.
- Create and use end-to-end hiring procedures to guarantee candidates have a great hiring experience.
- Establish solid connections with recruiting managers to ensure that candidates and interviewers are aware of the requirements.
Responsibilities
- Along with the recruiting managers, decide on the candidate selection criteria and the staffing needs.
- Utilize online professional networks such as LinkedIn to locate candidates.
- Each position’s job description and interview questions should align with the requirements for that role
- Examine the candidates’ references, portfolios, and resumes in order to compile a list of the best ones.
- You can build a solid prospect pool by planning and participating in job fairs and recruitment events.
- Keep track of all hiring documents, including interview notes and supporting documentation, and further transmit them to the appropriate people.
Required Abilities and Qualifications
- Two to three years of experience working in a position requiring talent acquisition
- Understanding the entire hiring process and using a variety of evaluation and interviewing strategies
- Knowledge of social media, professional networks, and CV databases
- Experience actively sourcing individuals with LinkedIn Talent Solutions
- Knowledge of current business trends and process documentation expertise
- Outstanding interpersonal and communication abilities
Desired Abilities and Qualifications
- An undergraduate degree in human resources administration or a closely related topic
- Understanding of candidate tracking systems
- For instance, the professional certification offered by the HR Certification Institute
Salary for Talent Acquisition Specialist
In the US, the average salary of a talent acquisition specialist is $68,791. An average bonus for a talent acquisition specialist is $6,429. In addition, 14% of them claim to regularly earn bonuses, which equates to 9% of their annual salary. Washington, DC has the highest average total pay for talent acquisition specialists at $104,625, which is 52% higher than the national average.
Typical Salary Levels for Talent Acquisition Specialist
Salary ranges for talent acquisition specialist in the US range from $34,120 to $100,729 yearly, with an average salary of $58,350. The average yearly salary for talent acquisition experts is between $58,350 and $65,000, with the top 86% earning over $100,000.
Types of Taxes Talent Acquisition Experts Are Required to Pay
The anticipated average federal tax rate for a single filer in this tax bracket in 2018 is 22%. Talent Acquisition Specialists can expect to take home a salary of $57,717 a year, or roughly $2,405 every paycheck after federal taxes of 22% are deducted. Based on a bimonthly pay cycle. taxes were calculated using 2018 federal and state tax tables and single taxpayer tax rates. Hence Taxes that apply only to a metro area are not taken into account. So this information is not meant to be a substitute for professional tax or financial advice.
Recent Talent Acquisition Experts’ Salary Records
See the most recent salary records that Comparably users have anonymously submitted.
- A Caucasian female talent acquisition specialist with between 1,001 and 5,000 employees who work in Washington for a staffing and recruiting firm reported making $90,000 annually.
- Working at a company with more than 10,000 employees, a female talent acquisition expert with knowledge in logistics and supply chain reported earning $53,206 yearly.
- A Nashville-based White female talent acquisition expert runs a retail company with 5,001–10,000 employees and earns $63,000.
- An organization in the media sector with between 501 and 1,000 employees, run by a Caucasian female talent acquisition expert, reported paying her $45,000 annually.
- A hiring specialist claimed to earn $65,000 annually.
- According to reports, a talent acquisition specialist in Portland earned $48,500 a year.
- A talent acquisition specialist claimed to earn $75,000 in Los Angeles.
- A Rockford accounting business reported paying a Caucasian male talent acquisition specialist $65,000 annually out of its 1,001–5,000 employees.
- A female talent acquisition specialist who works for a firm with more than 10,000 employees and is in the healthcare, hospital, and medical sectors reported earning a salary of $98,000 annually in San Diego.
Senior Talent Acquisition Specialist
The Senior Talent Acquisition Specialist is in charge of finding, attracting, and hiring talented candidates using a variety of specialized channels and social media platforms. Undoubtedly your success in this position will depend greatly on your integrity, attitude, creativity, and interpersonal abilities.
Responsibilities
- A senior talent acquisition specialist works closely with the recruiting managers to design a hiring strategy after determining the hiring criteria for each position.
- Using a variety of specialized websites and channels, including LinkedIn and other social media, you may locate, source, and hire difficult-to-find passive talent.
- Manage job ads on the Fuel careers website and other appropriate posting platforms by creating position descriptions.
- Every aspect of the hiring process—including pre-screening, in-person interviews, reference checks, and offer creation—is in the hand of a senior talent acquisition specialist.
- Update the applicant tracking system (ATS), manage all follow-up interactions, and set up background checks in compliance with business policies.
- Compile and manage hire documentation in conjunction with the Human Resources division.
- Maintain and advance the organization’s present hiring policies and practices.
- To promote the Fuel Brand and the goal of expansion, look into and take part in the most suitable career fairs, regional job fairs, and professional events.
- Use brand confidence and retention techniques for freshly hired employees.
- Find fresh opportunities for crucial process improvements that will improve Fuel’s hiring strategy over time.
- Maintain a solid working connection with your current staff.
Senior Talent Acquisition Specialist Experience
- Preferably, two to five years of full-cycle hiring experience and an undergraduate degree.
- It is essential to comprehend the employment specifications for the logistics sector.
- Working understanding of Microsoft Office, especially Word, Excel, and Outlook, and applicant tracking systems (ATS).
- A track record of finding and hiring the best personnel in the 3PL sector.
- Strong written and vocal communication skills are necessary.
- Strategic, inspiring, vivacious, and fast to take charge.
- Extremely driven, laser-like in her attention, and a great team member.
Talent Acquisition Specialist Resume
The talents like knowledge of human resources, networking, communication, persuasion, and work environment experience that are heavily emphasized in the best resume samples for hiring talent acquisition specialists are those that are related to these areas. Human resources or psychology bachelor’s degrees are frequently listed as experience on the talent acquisition specialist resume.
How to Write a Resume That Will Help You Be Hired as a Talent Acquisition Specialist
For each job, your resume needs to be tailored. As they offer various chances in the fields of accounting, finance, and legal, one firm would need an expert in these networking circles. Prioritize the information on your resume for the talent acquisition specialist that the hiring manager is looking for. Use these simple techniques to write a talent acquisition specialist resume:
- Please read over the job description. Pay close attention to recurrent responsibilities or skills because hiring managers are more likely to be interested in them if they are mentioned more than once.
- You should add a summary or objective in the header of your resume. After giving your contact information, this is your first chance to make an impression on a recruiting manager. You might pick out one crucial requirement from the job description and give specific instances of your relevant experience for that requirement.
- Any gaps in your professional history should be filled in with new credentials or accomplishments.One example is hiring the majority of the staff while also recruiting new applicants through conferences and job fairs.
- Add any further abilities you might have. Attempt to draw attention to any unique skills you still need to emphasize in your biography or professional history.
- The last item on your resume should be your education. A degree in human resources or certain software certifications is two examples.
Is Talent Acquisition Specialist Same as HR?
No, It’s important to understand the distinctions between talent acquisition and human resources. The management of the workforce and all employee-related issues is under the purview of HR while finding and hiring the best candidates for the organization falls under talent acquisition. specialist
What Is the Difference between a Recruiter and a Talent Acquisition Specialist?
Talent acquisition, a subset of human resource development, helps to maintain employee engagement. A component of human resource management, which goes beyond talent management, is creating an environment at work where workers are most productive.
What Are the Top Skills for Talent Acquisition Specialist?
- Skills in communication.
- Skills in active listening
- Planning skills.
- Developing skills.
- Developing relationships is a skill.
- Empathy and social skills.
- Tech skills.
- Analytical skills.
Is Talent Acquisition Better than HR?
It is usually preferable to speak with a hiring manager through the HR or recruitment manager rather than the manager on the talent acquisition team if you are a job seeker. Why? Because hiring practices and human resources departments are more concerned with completing short-term objectives and meeting current skill demands.
What Do Talent Acquisition Specialist Do?
A talent acquisition specialist is in charge of identifying, attracting, interviewing, selecting, and onboarding workers while keeping in mind the organization’s long-term objectives.
What Does a Talent Acquisition Specialist Ask in an Interview?
- Please provide a few of your go-to sources for hiring the best people.
- What background do you have in assisting new hires with the onboarding process?
- How do you think you can assist our company in selecting the most qualified candidates?
- Did you opt to work in talent acquisition for what reason?
- What do you see as your most significant achievement as a talent acquisition professional to date?
- How should you be ready for candidate interviews for jobs?
- How often do you utilize applicant tracking systems (ATS) at work?
- What qualities do you want in a candidate?
- How do you maintain contact with applicants?
- What kinds of screening methods are you accustomed to?
Conclusion
You need a lot of recruiting expertise and the ability to find the ideal applicant for every position to succeed as a talent acquisition professional. Talent acquisition specialists with experience are aware of their company’s hiring requirements and work to fill those needs by selecting applicants who are competent and trustworthy.
References
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