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Talent Acquisition Specialist

The recruiter is an expert in finding, screening, and attracting qualified applicants that meet the demands of both the organization and the employees throughout the hiring process. They own the end-to-end process of talent acquisition.
HR Role family: Solution architect
Salary range: $60,000 - 73,000Gross salary range estimation based on US salary benchmark data collected in 2022
Work experience: 1-3 yearsAverage minimum year of (relevant) work experience required for this role.

Key Responsibilities

Collaborate with hiring managers to determine staffing needs, job specifications, and requirements for each position
Develop and implement recruitment strategies to attract top-quality candidates, including sourcing, social media campaigns, job fairs, and employee referrals
Facilitate the hiring process, including preparing job offers, negotiating terms and conditions of employment, and ensuring a smooth onboarding experience for new hires
Maintain accurate and up-to-date recruitment data in the applicant tracking system

Skills & Competencies

Benefits and Rewards
Compensation
Data-Driven
DEIB, Employee Experience and Culture
Delivers through technology
Engages People
Interprets context
Talent Acquisition
Talent and Performance Management

Career paths

Path 1
Path 2
Path 3
Path 4
Path 5
Talent Acquisition Specialist
Recruitment Consultant
Talent Manager
Head of Talent Acquisition
Chief People Officer (CHRO)
Talent Acquisition Specialist
Headhunter
Talent Manager
Head of Talent Acquisition
Chief People Officer (CHRO)
Talent Acquisition Specialist
HR Business Partner
OD Specialist
Talent Manager
OD Head
Talent Acquisition Specialist
Head of HR
Head of Employee Experience
Chief People Officer (CHRO)
Talent Acquisition Specialist
Talent Manager
Head of HR
Divisional/ Regional HR Head

Training programs

Certificate Program

Digital HR Strategy

Entry-Level | 7 hours

Gain the skills and knowledge you need to create an effective digital HR strategy.

Certificate Program

HR Metrics & Dashboarding

Entry-Level | 30 hours

Drive fact-based HR decisions by mastering powerful reporting and dashboarding skills.

More details & resources

Job Description Template: Talent Acquisition Specialist

The Talent Acquisition Specialist will be responsible for sourcing, screening, and interviewing candidates, coordinating with hiring managers to assess their staffing needs and develop recruitment strategies, and ensuring a positive candidate experience throughout the recruitment process.

Key Responsibilities:

  • Collaborate with hiring managers to determine staffing needs, job specifications, and requirements for each position
  • Develop and implement recruitment strategies to attract top-quality candidates, including sourcing, social media campaigns, job fairs, and employee referrals
  • Screen resumes and applications, and conduct pre-screening interviews to assess candidate qualifications, experience, and fit for the role and the organization
  • Coordinate and schedule interviews with hiring managers and interview panels
  • Conduct reference checks and background screenings on selected candidates
  • Facilitate the hiring process, including preparing job offers, negotiating terms and conditions of employment, and ensuring
    • a smooth onboarding experience for new hires
  • Maintain accurate and up-to-date recruitment data in the applicant tracking system
  • Continuously monitor and evaluate recruitment practices to ensure effectiveness and identify areas for improvement

Qualifications:

  • Bachelor's degree in HR, business, or related field
  • Minimum of 3 years of experience in talent acquisition or recruitment, preferably in a large organization
  • Strong knowledge of recruitment strategies, sourcing techniques, and selection methods
  • Experience with applicant tracking systems and other HR technology platforms
  • Excellent communication and interpersonal skills, including the ability to communicate effectively with hiring managers, candidates, and external partners
  • Strong organizational and project management skills, with the ability to manage multiple priorities and deadlines
  • Analytical and problem-solving skills, with the ability to identify trends, patterns, and insights from recruitment data
  • Ability to work independently and as part of a team, with a positive and proactive attitude

Detailed Responsibilities & Tasks

  • Collaborate with hiring managers to determine staffing needs, job specifications, and requirements for each position
  • Develop and implement recruitment strategies to attract top-quality candidates, including sourcing, social media campaigns, job fairs, and employee referrals
  • Screen resumes and applications, and conduct pre-screening interviews to assess candidate qualifications, experience, and fit for the role and the organization
  • Coordinate and schedule interviews with hiring managers and interview panels
  • Conduct reference checks and background screenings on selected candidates
  • Facilitate the hiring process, including preparing job offers, negotiating terms and conditions of employment, and ensuring a smooth onboarding experience for new hires
  • Maintain accurate and up-to-date recruitment data in the applicant tracking system
  • Continuously monitor and evaluate recruitment practices to ensure effectiveness and identify areas for improvement

Detailed Skills Description

  • Recruitment and Sourcing Skills: The ability to identify and attract top talent by sourcing candidates from multiple channels, such as job boards, social media, and professional networks.
  • Relationship Building: The ability to build and maintain strong relationships with candidates, hiring managers, and other stakeholders involved in the recruitment process.
  • Communication Skills: Effective communication is critical in a Talent Acquisition Specialist role. The ability to communicate effectively with candidates, hiring managers, and other stakeholders is key to ensure the hiring process runs smoothly.
  • Time Management and Organization Skills: The ability to manage multiple recruitment processes simultaneously while prioritizing tasks is essential to ensure a smooth recruitment process.
  • Analytical and Problem-Solving Skills: The ability to analyze data and metrics to identify areas of improvement and develop solutions to improve recruitment processes.
  • Adaptability: The ability to adapt to changes in the recruitment process, such as changes in hiring needs, new recruitment tools or software, and changes in the job market.
  • Business Acumen: Understanding of the business and the hiring needs of the organization to ensure that the recruitment process aligns with the company's strategic goals.
  • Collaboration and Teamwork: The ability to work collaboratively with other members of the HR team, hiring managers, and other stakeholders to ensure a successful recruitment process

KPIs for this role

  • Time-to-hire: This metric measures the amount of time it takes for a candidate to move through the recruitment process and be hired. A shorter time-to-hire can indicate an efficient and effective recruitment process.
  • Cost-per-hire: This metric calculates the total cost of the recruitment process divided by the number of hires made. A lower cost-per-hire can indicate a more cost-effective recruitment process.
  • Candidate satisfaction: This metric measures the satisfaction of candidates who have gone through the recruitment process, often through surveys or feedback forms. A higher candidate satisfaction score can indicate a positive candidate experience and a more attractive employer brand.
  • Quality-of-hire: This metric measures the success of a new hire in terms of job performance and retention. A higher quality-of-hire can indicate an effective recruitment process that attracts and selects the most qualified candidates.
  • Diversity hiring: This metric measures the success of the organization in hiring a diverse pool of candidates, often based on factors such as gender, ethnicity, and disability. A higher diversity hiring rate can indicate a commitment to creating a diverse and inclusive workplace.
  • Recruitment source effectiveness: This metric measures the success of various recruitment sources, such as job boards, social media, and employee referrals. By tracking which sources are most effective at attracting and selecting high-quality candidates, the Talent Acquisition Specialist can refine their recruitment strategy.
  • Time-to-fill: This metric measures the amount of time it takes to fill a job opening from the time it is posted. A shorter time-to-fill can indicate an efficient and effective recruitment process.
  • Hiring manager satisfaction: This metric measures the satisfaction of hiring managers with the recruitment process and the candidates selected. A higher hiring manager satisfaction score can indicate an effective recruitment process that meets the needs of the organization.
  • Employer brand reputation: This metric measures the reputation of the organization as an employer, often through surveys or social media monitoring. A positive employer brand reputation can attract high-quality candidates and support a successful recruitment process.