The role and task of Talent acquisition specialist

The role and task of talent acquisition specialist

The talent acquisition specialist has the role and task of recruiting talented new employees to a given company. This job requires the individual to have excellent communication skills. The primary responsibility of a talent acquisition specialist is screening, sourcing, interviewing, and determining the ideal candidate for a position in their company. The specialist may also have the responsibility of creating a recruiting policy for the company. The job is generally indoors, where the majority of time is spent making phone calls or doing internet research to try to find potential candidates.

Relationships are built with employment agencies and professional associations, as they will be able to resource these contacts when doing the recruitment process. You will generally find talent acquisition specialists in high-demand industries where having the best talent is important. People who have this job interact and liaise with human resources, operations, and other departments that are responsible for new candidate hires. As a whole, talent acquisition specialists will report to a manager who will give them guidelines regarding what they are looking for. They generally work on their own, and subsequently it is important for them to take initiative.

The schedule for talent acquisition specialists

The schedule for talent acquisition specialists can vary. Some work standard daytime office hours, while others may work well into the night. Sometimes the specialist may have to go on recruitment trips that will take them outside of the office.

Depending on the industry that the talent acquisition specialist is working in, companies will require these specialists to have at least a bachelor’s degree in human resources, business, finance or a related field. There are no certifications needed, but what is required is an innate knack for spotting talent.

Talent Acquisition Specialist Tasks

Facilitate recruitment from defining skill needs to building the talent pool and hiring.
Document interactions, outreach, and screening results as well as staffing metrics.
Evaluate and screen potential hires, and assist them through the interview and hiring process.
Develop social media and event-based recruiting opportunities to identify applicants and secure referrals.

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